The current trends of using the practice of social responsibility (SR) and sustainable business in the world and in Ukraine in particular have been considered by the authors. The researches of business social responsibility policy in the field of sustainable development considered as a single international standard have been made. As well as the prospects of social responsibility in business development in the context of power decentralization in Ukraine have been considered.

Abstract. In the article were analyzed the present state of business relations of Ukraine and People's Republic of China (PRC). Investigations of state threats to economic security were made; options of changes in the commodity flows structure were suggested, as well as the prospects of cooperation between the two countries on the basis of maximizing the volume of domestic high technology products exports and minimizing Ukraine's dependence on the ever-increasing role of China in the global economic space were considered.

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Human resources are considered the main driving force for Ukrainian economic growth. While the competitiveness of the organization depends on personnel management policy, HR-management is to be a set of general patterns and features in forming, functioning and developing the organization or entity human resources, which, in addition, must be consistent with the strategy and mission of the organization. The rate of continuing staff professional development being focused on the talents should become an important social component of the organization activities. It is rather difficult to objectively assess the quality as to implementing this principle in the organization. However, it proves possible by using the indicators characterizing the processes of the staff professional development from divergent points. The analysis of indicators shows that the situation with continuing staff professional development with being focused on talents at the most national enterprises keeps threatening, so it significantly constrains the potential for the enterprise innovative development and the recovery of its financial condition. It is crucial for company, even in times of loss, to find the opportunities for investing into human capital, although nowadays the funds allocated for this management policy are not enough not only for development, but also for the simple reproduction of human capital. Key aspects of the new concept of HR-management concern the contribution of staff satisfied with the work in achieving corporate goals, including the consumer loyalty, cost savings and high profitability, thus more attention is now paid to business goals. Secondly, the involvement of staff into the consistent achievement of these goals became an important process. As a result, the company shows the poor compliance of staff professional qualification with the job requirements and a negative financial investing capacity into the human capital. According to the HR-management concept the organization managerial must make efforts and create favorable conditions to prevent the resigning of the promising employees. HR-management is considered as the main social activity of the organization aimed at a strategic approach to manage the personnel as the most valuable asset of the organization.

The article investigates the effects and problematic issues of the use of modern psychological technologies and self-management in the social vector of enterprise activity. The relevance of the research topic is related to the tendencies of dismissal of older workers even before the complete depreciation of their professional knowledge and skills, the lack of free access of the population to quality social services, as well as the lack of sufficient capital for young people to invest in quality education, which causes deformation of the value orientation of young people and the imbalance between supply and demand in the labor market, etc. It is determined that the implementation of the criterion evaluation of the proposed components should be carried out by filling out a special table, which will allow to get a real picture of the development and further prospects for the implementation of the social function of the business entity. Based on the results of the assessment, the author's interpretation of the existing dynamics of the values of indicators is formed. A criterion evaluation of the indicators of professional orientation of talented youth and rejuvenation of the staff of the studied enterprise with the identification of their current state is presented. It is noted that currently the quality of the processes of updating the personnel of the enterprise is questionable and attention should be paid to this issue in order to prevent the negative consequences of the reduction of human capital. The effectiveness of solving the problematic aspects of the modern labor market largely depends on the willingness of the enterprise to voluntarily assume responsibility for the performance of social functions to society. The statement is formulated that modern methods of personnel management consist of regulation of business processes, formation of management bodies, bonuses, regulation of budgets, financing and investment, incentives and sanctions, motivation, training, coaching, delegation of authority, team building, involvement in management, including administrative, economic and socio-psychological aspects.