Юрик Я.І., канд. екон. наук старший науковий співробітник відділу соціально-економічних проблем праці Інституту економіки та прогнозування НАН України ОЦІНКА ТА ПОРІВНЯЛЬНИЙ АНАЛІЗ ЖОРСТКОСТІ УКРАЇНСЬКОГО ЗАКОНОДАВСТВА ПРО ЗАХИСТ ЗАЙНЯТОСТІ Головною метою статті було оцінити жорсткість регулювання найму та звільнення працівників в Україні. В основу оцінювання покладено методологію ОЕСР з розрахунку індикаторів захисту зайнятості. Порівняльний аналіз побудовано на міжкраїнному дослідженні основних елементів системи законодавчого захисту зайнятості. К л ю ч о в і с л о в а : законодавство про захист зайнятості, методологія ОЕСР, індекс EPL, оцінка жорсткості українського трудового законодавства.

This article is based on a quantitative study using methods of statistical analysis of indicators of online education during adult life (25-64 years) within the EU. It has been revealed the relationship of changing forms of adult learning through the transformation of labor market requirements. The study confirms the link between employment in production and the provision of adult education by employers. This is well seen in the socio-economic development of the country, which determines the needs, regional specifics of the labor market, affects adult learning throughout life. The regional specificity of the labor market is a prerequisite for adult lifelong learning and determines the level of involvement of the population in online lifelong learning. There is a significant differentiation between formal and non-formal education (3.7% and 13.2%) within the EU. Online education is more common in the most developed countries with a highly developed economy of knowledge and creative economics. The latest trend in online employee education is the integration of training systems into software.  

Competition in the national labor market, which is strengthening as globalization and structural employment disproportions intensify, encourages domestic companies to seek reserves for more effective human resource management as the only competitive advantage that cannot be copied. The aim of the research is to develop a comprehensive methodology for assessing the effectiveness of HR management at bakery companies as employers of a Ukraine's priority industry, which is based on the provisions of the new (first) international human capital accounting standard ISO 30414:2018 and is implemented using system-structural, abstract-logical methods, as well as those of multidimensional statistical analysis and visualization of empirical data. The developed methodology will allow to determine an integrated indicator for the effectiveness of HR-management, which simultaneously performs the functions of controller and navigator of strategic management decisions in this area.

The article presents the results of the study on the structure and scale of spread of informal employment in Ukrainian labor market. Based on the analysis of the received estimates, the author makes a social and economic profile of the average worker involved in informal labor relations. The peculiarity of the study is that all estimates are considered separately for hired labor and self-employment, which allows to identify the internal heterogeneity of the structure of informal employment in Ukraine. According to the results of the econometric modeling, the main socio-economic, demographic, settlement, professional and sectoral factors that determine the involvement of the individual in informal employment in Ukraine are identified. Described the basics of legal regulation of labor relations as a formal institution influencing the dynamics of informal employment. Established the relationship between the level of flexibility in the regulation of the labor market in the country and the extent of informal employment among its population. It has been shown that in economies with flexible regulation, as a rule, informal employment is lower. Based on assessments and analysis of the flexibility of labor market regulation in Ukraine by such components as hiring, working hours and staff reductions (rules and costs), bottlenecks in the national legislation have been identified that can cause increased informal employment, which in turn helped determine the main institutional conditions for its minimization.

The focus of the presented study is to identify the extent, nature of changes and determinants of professional gender segregation in the Ukrainian labor market, as well as to search for effective ways of equalizing gender disparities in the opportunities and results of male and female employment.The analysis of the gender professional structure of employment of the population of Ukraine, as well as the concentration of men and women in different occupational groups made it possible to reveal asymmetry in gender based distribution of work, as well as to identify the so-called "female" and "male" types of employment. In addition, it was established to what extent gender groups were involved in the overall shifts in the professional composition of this country's labor force.With the use of Duncan Dissimilarity Index, the author traces how changes in population employment have manifested themselves in the dynamics of the level of occupational gender segregation in the Ukrainian labor market.It was found that the increase in the level of occupational gender segregation, which occurred during the period of study period, was caused by shifts in the general structure of occupations, while changes in the occupational concentration of men and women somewhat mitigated the gender imbalances.It is shown that employment in Ukraine is gender segregated not only horizontally but also vertically and the author estimates the vertical gender segregation. Identified the determinants of vertical professional distribution of men and women. And the distribution of the influence of the workers' personal characteristics and their workplace parameters on the probability of job promotion with the consequences of discrimination in the domestic labor market made it possible to establish that the barriers to women's career growth are largely related to prejudiced attitudes and gender stereotypes about kinds of job suitable for women.Defined possible guidelines for equalizing the identified gender imbalances in employment and ensuring equal opportunities for men and women in the sphere of labor.