No abstract

The economic activity of the elderly is becoming increasingly important with the aging of the population and the extension of the education of young people. Older people have experience, knowledge, which is an important component of human capital of modern organizations and countries in general. Meanwhile, in Ukraine, according to statistics, the economic activity of the elderly has decreased significantly during the 2008-2018 period. Most elderly workers are among the specialists and representatives of the simplest professions. Data on the registered statistics of economic activity of elderly in the regions of Ukraine are weakly correlated with the situation on regional labor markets. This is due, in particular, to the significant shadow component of employment in this age group. There are both positive and negative aspects of economic activity of older people. Despite the benefits of using the labor of older people, they compete for jobs with people of active working age, their involvement is more expensive for employers. With this in mind, regulating the use of human resources of older workers is necessary to maintain the labor balance in the country as a whole, as well as in regions and individual organizations. The article determines which decisions of the elderly the state can influence: retirement earlier than the normal retirement period; exit after reaching this age; continuation of economic activity outside the retirement age, i.e later retirement. The tools of influencing the economic activity of the elderly are the pension system, the creation of jobs taking into account the interests of older workers, improving the quality of their work, combating age discrimination. It is shown that changes in the pension system of Ukraine in 2017 contribute to the intensification of economic activity of persons of pre-retirement and retirement age.

The objective of the article — to analyze not only microeconomic, but macroeconomic aspects of surplus of the buyer/seller in the labor market, to research economic policy oriented on its redistribution. The concept of employer/employee surplus in the labor market is clarified. This surplus is a socio-economical phenomenon, some noneconomic factors must be taken into account in researching it. The influence of inflation, social and age characteristics, changes in the market positions of labor market subjects on their salary offers and surplus has been determined. It makes sense to differentiate between nominal and real surplus, fixed surplus and surplus that can be influenced. The article presents grouping of job advertisements based on salary formulation. Informational aspects of the identifying economic surplus are considered. The author proposes direct and indirect indicators to reveal the changes in economic surplus: wage proposals in the vacancy announcements, salary reviews, resume data, population polls, prices for services of individual entrepreneurs, dynamics of unemployment and shadow employment etc. Potential of the government policy on surplus redistribution and the regulation of employer/employee behavior is substantiated. Some instruments aimed at such redistribution through incomes of employers, employees are proposed: minimum wages regulations, changes in taxation (personal income taxation, wage taxes); indexation of personal incomes, subsidization of wages, antimonopoly and administrative regulation of prices. The government can also influence the behavior of surplus receivers through immigration policy. The influence of some instruments on surplus regulation is contradictory. Minimum wage regulations can increase and decrease the surplus at the same time.

Осуществлен анализ удерживания организацией избыточной рабочей силы с макроэкономической, микроэкономической и управленческой точек зрения. Объяснено, почему организация часто решает сохранять работников при отсутствии продуктивной занятости для них.Ключевые слова: избыточные работники; резервирование рабочей силы; причины резервирования рабочей силы; издержки резервирования рабочей силы; управление избыточным персоналом.

Adaptation of employees and employers to each other is very important for resolving many problems of labour economics and HR management. There are four types of response to discrepancy between opportunities and needs of labour relation entities: adjustment of workers to work-place requirements; changes in work-places on the part of employees; changes in work-places by employers necessary to comply with needs and qualification of workers; adaptation of employers to needs and qualities of workers. Adaptation of employers and employees to each other and changing work-places by them act, to a certain extent, as substitutes, which allow labour relation participants to interact effectively. Having faced restrictions by one of the four mentioned response to discrepancy between workers’ characteristics and work-places, the given participants turn to another response. The author using the experience of a university lecturer researches changes in work-place on the part of employees in the system of higher education. To analyze the potential of changing work-place characteristics the data of Risstat selective study was used. Factors showing specific features of adaptation of employees and employers to each other were identified and analyzed. Among them the author mentioned the situation on markets of finished products and labour, where the organization (employer) is involved, professional and personal qualities of worker, budget restrictions of labour relation entities, specific features of labour contracts and legislation.