СОЦИАЛЬНО-ЭКОНОМИЧЕСКИЕ УСЛОВИЯ ЭФФЕКТИВНОЙ РЕАЛИЗАЦИИ ИНДИВИДУАЛЬНОГО ОБУЧЕНИЯ В ПРОФЕССИОНАЛЬНОМ ОБРАЗОВАНИИ

Anticipating labour supply and demand remains relevant due to significant transformations in the labor market caused by socio-economic, demographic, and technological factors. In addition, infrastructure destruction, job losses, and large-scale flows of displaced persons have further exacerbated these problems. Adapting educational programs, forecasting the necessary professional skills, and training specialists for the restoration and reconstruction of the country are currently important for ensuring stability and economic growth. The issue of forecasting supply and demand is on the government's agenda. The priority task for demographic development and economic growth in general is to regulate supply and demand in the labor market. In accordance with the Program of Activities of the Cabinet of Ministers of Ukraine in 2025, a draft National Employment Strategy 2030 has been developed, which focuses, in particular, on better balancing labor supply and demand in the labor market. The article systematizes methodological approaches to forecasting labor supply and demand, ranging from classical macroeconomic and stock-flow models to modern agent-oriented approaches. It is determined that the evolution of labor demand and supply forecasting models reflects changes in economic theory paradigms — from deterministic to stochastic, from aggregate to micro-oriented. While macroeconomic balance and trend methods dominated in the mid-20th century, since the 1990s the focus has gradually shifted to modeling the behavior of individual economic agents — employers, employees, and households. This has allowed for a deeper understanding of the mechanisms of market equilibrium formation and responses to technological, demographic, and institutional changes. The experience with approaches to forecasting labor supply and demand has been generalized, and the advantages and limitations of different methods have been identified, taking into account their suitability for analyzing labor market dynamics. The stock–flow method laid the foundation for quantitative analysis of labor flows; dynamic stochastic general equilibrium (DSGE) models with a job search and matching mechanism introduced a behavioral component; BeTa-type models demonstrated how policy and skills can be integrated into a single macro structure; and agent-based modeling opened up the possibility of studying individual dynamics, adaptation, and interaction. Thus, the modern paradigm of labor market forecasting is increasingly focused on microdynamics, flexibility, and complex behavior of agents, which makes it the most promising for the development of effective employment policies. Scientifically sound recommendations have been formulated on the application of the approaches considered for assessing and forecasting labor supply and demand in the Ukrainian labor market, particularly during the recovery period.

The article identifies and mathematically substantiates vectors of reforming the financial monitoring system based on the synergistic approach in the cross-country context by developing scenarios by selecting internal and external factors that stimulate money laundering. The key external and internal factors of the money laundering process intensification are indicated. Competitive advantages of the anti-money laundering processes, the achievement of which is possible in terms of key external and internal factors for activation of money laundering process are formed. The relationship between the key internal and external factors of money laundering intensification and competitive advantages by building a binary characteristic matrix is formed. The synergy effect made by the mutual influence of simultaneously acting internal and external factors – a quantitative feature of the further strategy of the financial monitoring system reforming in terms of cross-country analysis is calculated. An economic-mathematical model for evaluating and interpreting strategy for improving the financial monitoring system in terms of cross-country context based on integer optimization is developed. In the article, there is calculation of the number of competitive advantages received by each observed country, without considering the possible synergy effect of mutual influence of simultaneously acting internal and external factors on each other. Moreover, there is quantitative assessment of the synergy effect made by the emergence of additional competitive advantages due to a certain combination of simultaneous influence made by external and internal factors of the money laundering intensification. The “ideal” situation of the possibility of gaining all possible competitive advantages in reforming the financial monitoring system in terms of cross-country context by overcoming internal and external factors stimulating the money laundering is studied. The results of the cross-country analysis form a basis for the further formalization of the limits for quantitative evaluation of the developed strategies through a uniform distribution.

The article presents the development and substantiation of a pedagogical model of the educational environment that ensures the formation of prerequisites for engineering thinking of older preschoolers. The main research methods are the analysis of scientific sources on the stated problem, generalization of pedagogical experience, pedagogical modeling. The result of the study was the clarification of the concept of "prerequisites for engineering thinking of an older preschooler", on the basis of which a pedagogical model for the formation of prerequisites for engineering thinking in older preschoolers was substantiated and developed. The theoretical significance consists in clarifying and supplementing the concept of "prerequisites for engineering thinking" of an older preschooler. The practical significance lies in the development of the author's model of the educational environment, which is described by the following components: value-oriented, content-technological and performance-evaluative. The components of the concept "prerequisites for engineering thinking of an older preschooler" allowed us to define a system of organizational and pedagogical conditions that model the educational environment for the development of prerequisites for engineering thinking in older preschoolers. This model can be used depending on the internal and external conditions in which the preschool carries out educational activities.

With the continuous development of the digital economy, the labor market has been affected to some extent. Therefore, in order to prevent employment problems caused by the changes, this paper will study the impact of the development of the digital economy on the supply and demand of the labor market. This paper will find out whether the market matches the supply and demand of labor by combining the analysis of how the digital economy affects the demand and supply of the labor market. Through the research, this paper finds that in the long term, the changes in labor supply roughly match the changes in demand affected by the digital economy; in the short term, the labor supply cannot match the demand for jobs in some fields in terms of quantity. This study helps to provide entry points and methods to solve employment problems in the context of digital economy development.

The paper deals with the issues of human resources development and IT-staff training. The authors put a special emphasis on bringing the IT-staff training system in line with the labor market demands both in quantitative and qualitative terms. Based on the object-oriented approach, the authors explore the reasons behind the existing imbalance between the markets of IT-education services and IT-specialists in Azerbaijan, the challenges facing the IT education and specificity of the IT-specialists market being described. For overcoming the above gap between the IT labor market supply and demand, the authors put forward a model of professional competences, reflecting the real-life requirements for a specialist’s quality. Additionally, the paper outlines the recommended trends of IT-sector development in Azerbaijan, which include organization of innovative research and education centers for specialists’ training and retraining, legislative and institutional coordination of the IT industry and education, development of new educational standards, increase in the number of IT-profile students.

Background: Intensive care is a universal professional key competence for doctors of all specializations. Preventive care, early detection and timely correction of precursors, life-threatening symptoms and complications, are its structural components that must ensure capabilities and readiness to diagnose acute pathologies and to provide efficient treatment for patients in critical conditions. It requires complex professional skills, know-hows, attitude and working experience which must be created by professional educational systems, focused on both near- and long-term outcomes for patients. Purpose: To increase effectiveness of medical education by improving related technologies and methodologies. Materials and Methods: Contemporary interactive education in cardio-respiratory resuscitation and intensive care for medical interns of all specializations which was improved in line with recent development of intensive care technologies and devices for patients’ monitoring and life support. Results: Our adaptive educational environment allowed to implement pedagogical process as a complex professional adult education system. Competency-oriented approach was used for structured accumulation of know-hows, increased complexity of systematic assignments for theoretical, simulated, and practical clinical training, thereby providing for comprehensive adoption of the invariant content. Systematic approach to assignments of variable complexity helped to overcome educational difficulties and adequately evaluate the results and perspectives of individual activities. It strengthened motivation for professional self-organization and developed related competencies and value-based attitude to professional activities. Conclusions: Adult professional education during early post-graduate stage is implemented as pedagogical process targeting comprehensive improvements of personal actionable self-organization while acquiring new know-hows, technological and perceptive actions and providing new levels of self-development and professional competencies.

The talent management concept is the most consistent with the task of developing human resources for a higher educational institution. On the basis of the synthesis of theory and practice, the authors have developed a number of practical recommendations aimed at improving the efficiency of the university's human resources management: substantiated the need to create a Coordination Council for the development of the university's human resources; development of the concept of the Center for Personnel Development, designed to provide access to a new level of talent management at the university; the issues that require special attention for the search for management decisions in the field of policy for the development of the university's personnel potential are identified. The current transformations of the domestic system of higher professional education, including the transition to a multilevel model of education, the introduction of new educational standards, the development of innovative methods of organization and management of the educational process, diversification and expansion of educational programs, necessitate strengthening the development of human resources implementation of modernization processes. Thus, the issue of building a management system for the development of higher education staff, which takes into account the specifics of the main categories of employees: teaching staff, scientists and administrative staff. In general, the system of personnel development management as a set of interrelated actions, covering such subsystems as the development of strategies and policies for human resources development, training, work with the human resources reserve, talent management, career planning and support, competence and performance management, requires certain decisions in the field of organizational design. In other words, the effectiveness of the implementation of a systematic approach to the development of human potential of the university depends, among other things, on the degree of rational distribution of areas of responsibility and the performance of relevant functions between its structural units.

The relevance of the study is determined by the growing role of personnel security as a key component of the sustainable development of Ukrainian enterprises under conditions of military instability, demographic crisis, and labour market transformation. The importance of the issue lies in the need for an in-depth analysis of the factors influencing enterprises’ ability to preserve and reproduce their human potential. The purpose of the study is to conduct a comparative analysis of external and internal factors affecting the formation of personnel security in Ukrainian enterprises. The research methodology is based on systemic, comparative, structural-functional approaches, which made it possible to comprehensively assess the impact of various factors on personnel security. Methods of critical analysis, systematization, economic and statistical analysis, and graphical interpretation of results were applied. The scientific results include the systematization of external and internal factors. External factors comprise geopolitical, macroeconomic, institutional and legal, technological, and socio-demographic determinants. Internal factors were classified into organizational and structural, financial and economic, technological and informational, corporate cultural, managerial, human resource groups. It was proved that the interaction of external and internal factors has a synergistic and dynamic nature, simultaneously creating threats and compensatory opportunities for strengthening enterprises’ personnel resilience. The theoretical significance of the study lies in the development of the scientific foundations for systematizing personnel security factors. The practical value is defined by the possibility of applying the results to improve personnel management policies and prevent human resource losses. The research contributes to a comprehensive justification of the influence of external and internal environmental factors on enterprises’ personnel security under conditions of military instability and digital transformation. The prospective direction of further research involves developing an integrated model for assessing the level of personnel security.

The purpose of this study was to identify pedagogical conditions that would successfully model with distance learning technologies for students in higher education. For this, the degree of satisfaction was investigated in 206 1st-4th-year students of speciality “Pedagogy” by questionnaire method and application of distance learning was studied in 28 teachers of the Institute of Continuous and Distance Education of K. Karasaev Bishkek State University. The study described the definition of distance learning, analysed the types of learning in the system of higher professional education, named the advantages and disadvantages of distance learning, principles and forms of learning, pedagogical methods. Student questionnaire data show that 11% of respondents are not satisfied with distance education. Degrees of dissatisfaction include internet outages, quality of education, lack of communication with classmates and teachers. However, 89% favoured this type of learning. The key advantages of distance learning are the time and budget saving for travelling and living, comfortable home learning conditions, availability of searching for necessary information, free choice of pace and time of learning. As a result of the interviews with the teachers of the institute, the following aspects were voiced that require improvement: students’ assimilation of information, lack of teaching experience in conducting this type of classes, as well as administrative issues. The study showed that distance learning technologies differ from the conventional form, being aimed at the development of students’ independent activity; obtaining knowledge and skills are oriented towards the application of information technology, search and exchange of information. Successful application of distance technologies in education requires systematic work on professional activities of teachers, increasing students’ interest in distance learning, establishing a relationship with students’ parents, and uninterrupted operation of Internet resources.

The article highlights radical topics hindering the innovative development of additional professional agrarian education, foreground areas of focus for their solution having been offered. The purpose of the study is to consider topical problems in the system of continuous agricultural education and identify innovative approaches to solving these problems in the context of digitalization. The main challenges in the system of additional professional agrarian education are the quality of educational programs, their conception and pedagogical implementation. To overcome these problems, an integrated approach is desired to support the continuous agricultural education system and solve the questions of incorporating such spheres as agricultural science, education, production and business. The authors have noted that it is necessary to strengthen the organizational-pedagogical, practice-oriented and digital components of the continuous agricultural education system, to revise the structure and content of supplementary vocational education programs, taking into account digital innovations and Industry 4.0 requests. Teachers’ willingness to design short-term programs in supplementary vocational education considering digital innovations, digital didactics principles and labor market demands is still a pedagogical dilemma.

Гі жене В., Рачелене Л., Жалгиріте Л. Розвиток людських ресурсів установ державного аудиту в країнах Північної Європи та Прибалтики. Оточення, що постійно зміліються, формує новий підхід до організації. Ресурси в нематеріальному вираженні - знання і досвід працівників - стали основним активом компанії. Управління людськими ресурсами повинні бути узгоджені зі стратегією і цілями організації. Установи, що здісніють функцію аудиту не відрізняються, від будь-якої іншої організації в тому сенсі, що їх функціонування забезпечується людськими ресурсами. Людські ресурси, які належним чином відібрані, навчені, мають відповідні навички та освіту, є джерелом конкурентних переваг для організації, оскільки розробка, впровадження, управління і контроль стратегії організації передбачає залучення всіх співробітників. Ефективність системи аудиту не що інше, як навички та вміння аудитора, тобто комплекс знань і досвіду, що у цілях досягнення якісного проведення аудиту і для досягнення всіх поставлених цілей. Мета статті полягає у проведенні оцінки розвитку людських ресурсів в установах державного аудиту. Об'єкт дослідження цієї статті - людські ресурси установ державного аудиту. Для того щоб виконати оцінку людських ресурсів в державних аудиторських установах було використано порівняльний, систематичний і логічний аналіз наукової літератури, метод узагальнення; було проведено SWOT- аналіз центральних інститутів аудиту в країнах Північної Європи та Прибалтики; метод експертного опитування було використано для опитування аудиторів в установ державного аудиту в країнах Північної Європи та Прибалтики, щоб визначити їх кваліфікацію, їхні вимоги, відповідність очікуванням з реальною ситуацією. Для аналізу було використано пакет програмного забезпечення SPSS . Giziene V., Raceliene L., Zalgiryte L. Human resource development in the Nordic and Baltic state audit institutions. A constantly changing environment forms a new approach to the organization. The resources with non-material expression – employees’ knowledge and expertise – become the main asset of the companies. Human resource management must be aligned to the strategy and aims of the organization. The institutions executing audit function do not differ from any other organization in the sense that their performance is ensured by human resources. Human resources, which are properly selected, trained, have the appropriate skills and education, are the source of competitive advantage for the organization, as the development, implementation, management and control of the organization strategy involves all its employees. The efficiency of the audit system is none other than the auditor's skills, i.e. the complex of knowledge and experience used in order to achieve a high quality audit and to achieve all the goals. Aim of the article is to perform the assessment of human resources development in state audit institutions. Objective of the article is human resources in state audit institutions. In order to perform the assessment of human resources in state audit institutions the comparative, systematic and logical analysis of scientific literature and generalization was used; the SWOT analysis of central audit institutions in the Nordic and Baltic countries was conducted; expert survey method was used to question the auditors in the Nordic and Baltic state audit institutions, to determine their qualifications, their requirements, the compliance of expectations with the actual situation. SPSS software package was used for the analysis. Гижене В., Рачелене Л., Жалгирите Л. Развитие человеческих ресурсов учреждений государственного аудита в странах Северной Европы и Прибалтики. Постоянно изменяющееся окружение формирует новый подход к организации. Ресурсы в нематериальном выражении - знания и опыт работников - стали основным активом компании. Управление человеческими ресурсами должны быть согласованы со стратегией и целями организации. Учреждения, осуществляющие функцию аудита не отличаются, от любой другой организации в том смысле, что их функционирование обеспечивается человеческими ресурсами. Людские ресурсы, которые должным образом отобраны, обучены, имеют соответствующие навыки и образование, являются источником конкурентных преимуществ для организации, поскольку разработка, внедрение, управление и контроль стратегии организации подразумевает вовлечение всех сотрудников. Эффективность системы аудита не что иное, как навыки и умения аудитора, т.е. комплекс знаний и опыта, используемого в целях достижения качественного проведения аудита и для достижения всех поставленных целей. Цель статьи заключается в проведении оценки развития людских ресурсов в учреждениях государственного аудита. Объект исследования этой статьи - людские ресурсы учреждений государственного аудита. Для того чтобы выполнить оценку людских ресурсов в государственных аудиторских учреждениях был использован сравнительный, систематический и логический анализ научной литературы, метод обобщения; был проведен SWOT- анализ центральных институтов аудита в странах Северной Европы и Прибалтики; метод экспертного опроса был использован для опроса аудиторов в учреждений государственного аудита в странах Северной Европы и Прибалтики, чтобы определить их квалификацию, их требования, соответствие ожиданиям с реальной ситуацией. Для анализа был использован пакет программного обеспечения SPSS.

This research intends to evaluate a variable scheme based on the condition of a simple waterworks system in the Brantas river area to obtain the variables that influence each other. This research was conducted in 30 water sources that are distributed in the Brantas river area such as Batu, Malang Regency, Blitar Regency, Jombang Regency, Kediri Regency, Nganjuk Regency, and Tulungagung Regency. The methodology consists of identifying the affected variables to the bron-capturing and to evaluate the indicators that are influenced the variables, then to conduct the statistic test of the indicators to the variables. The research indicators about the performance index model of simple waterworks are obtained through the partial least square (PLS) method. The PLS method is used for evaluating the influenced relationship among the variables that are used in this research, such as the variables of technical, social, and management aspects. The technical aspect consists of physical infrastructure, service, operation, environment damage, and maintenance; the social aspect consists of economy and socio-culture conditions; the management aspect consists of water management institutions, human resources, and monetary aspect. Based on the t calculated analysis of the inner model, where t variable statistic of the technical aspect is 11.632, the social aspect is 3.017, and management aspect is 4.665, each variable has the t calculated higher than t critic (1.682) due to the level of significance (α) = 0.05 or the p value of 0.000, and it is less than the critic value (0.05). Based on the regression analysis, it can be concluded that the technical aspect has the most effect (72.1%) on the performance index model of simple waterworks in the Brantas river area. The second biggest effect is the management aspect (26.7%) in influencing the performance index model of simple waterworks in the Brantas river area. Then, the lowest effect is the social aspect (15.1%) in affecting the performance index model of simple waterworks in the Brantas river area. This result is necessary for supporting the performance index modeling of simple waterworks. Keywords : indicator, variable, bron-capturing, waterworks. https://doi.org/10.55463/issn.1674-2974.50.2.9

Its role determines the succession of the process of administering education. Ignoring human resources is the same as making a death hole for educational institutions. It is on the basis of the urgency of human Resources that the concept and model of human Resources management emerge in educational institutions. In general, the concept can be categorized into two models. [1] human Resources as a person who has motivation, commitment and morality. Thus, the management efforts carried out must be in order to improve the overall personality above; [2] human Resources as a unified system in educational institutions. The efforts made by the manager are to build a system and a model that becomes a reference and performance guide for all human Resources. human Resources motivation is related to psychological drives that are influenced by two factors, namely internal and external, or intrinsic and extrinsic. Internal factors can be influenced by basic human needs as Maslow's theory. human Resources commitment is related to identification of feelings, participation and loyalty to the organization. So if you want to know someone's commitment then you can see their loyalty to the organization.

The purpose of the article is to analyze the use of project-based technologies in the process of distance learning of a foreign language at higher education institutions. Based on the study of pedagogical, psychological and methodological literature, programmes and methodological documentations of higher education institutions and practical experience it was found that the use of project-based technologies in the process of distance learning of a foreign language at higher education institutions has been insufficiently studied. It has been noted that the technology of project-based learning allows the creation of pedagogical conditions for further development of a student’s creative abilities and personal traits, essential for successful professional activity in the future, which determines the relevance of the study. Theoretical (analysis of scientific sources, pedagogical, psychological literature, educational and methodical materials, comparison) and empirical (questionnaire, interviews, testing, generalization of pedagogical experience, observation) research methods were used to solve the tasks in order to understand the problem and identify difficulties associated with the use of innovative technologies, namely, project-based technologies, in the process of distance learning of a foreign language. The purpose of the article is to highlight the theoretical foundations and features of the use of project-based technologies in the process of distance learning of a foreign language at higher education institutions. It has been found that there is a problem associated with lack of professionalism in the use of innovative technologies in distance learning by teachers, which is negatively affects the efficiency, productivity and level of teaching, as well as lack of ability on the part of students to communicate in the information environment. It is substantiated that the project-based technology allows to teach students to acquire knowledge independently, to activate them, to be able to use the obtained information for solving of new cognitive and practical problems.

The article presents the author’s approach to the role, importance and opportunities of applying the balance method and the technique of cross-industry balances in the process of labor market formation in agrarian regions. Today the balance method is one of the elements of methodical tools in statistical institutions as well as in departmental analytical structures. However, in most cases it is not adapted to market economy requirements, which results in leveling both its methodological advantages and possibilities of practical implementation. In this regard, the aim of the conducted research was the evaluation of opportunities to use the methods of forming cross-industry balances to facilitate the development of staffing mechanism in the agrarian and industrial complex at the regional level. On the basis of the conducted monitoring of the territorial and branch specialization of the Republic of Crimea the author calculates the forecasted indicators of balanced staffing of the agrarian and industrial complex of the region taking into account quantitative and qualitative needs of agrarian enterprises for human resources together with the opportunities of higher and professional education system in agriculture. The paper reveals the imbalance in quantitative and qualitative characteristics of agrarian and industrial complex staffing. The author develops and approves the methodical approach to the assessment of the balanced mechanism of forming human resources capacity in the agrarian sector of the Republic of Crimea. The practical approbation of the suggested method allowed to determine the following forecasted levels of staffing needs in the agrarian and industrial complex of the Republic of Crimea: agriculture in general – 27,6 thousand people, crop production – 17,3 thousand people, livestock production – 6,4 thousand people, food industry – 18,2 thousand people. The perspective direction of further studies is the development of recommendations for providing the conditions for implementing state management mechanisms of the regional system of staff training in the agrarian sector of economy of the Republic of Crimea.