КОНЦЕПТУАЛЬНІ ЗАСАДИ РОЗВИТКУ СОЦІАЛЬНО-ТРУДОВИХ ВІДНОСИН

Abstract

The article is devoted to one of the key factors ensuring economic development – social and labour relations, which are constantly changing in nature and content. The purpose of the study is to clarify and systematize, in accordance with the current socio-economic conditions, the conceptual framework for the development of social and labour relations. In particular, the author clarifies that the participants of social and labour relations should include not only employers, employees and their associations, and the State, but also representatives of the expert scientific community, NGOs and foundations, which creates a more inclusive space for dialogue. The key to achieving effective social and labour relations is social responsibility. At the same time, each of the subjects has the rights defined by the laws of Ukraine, and at the same time is responsible not only under the laws, but also has social responsibility to others. The subject matter of social and labour relations includes, in addition to the generally recognised ones, the issues of organising work on platforms (crowdsourcing), well-being in a broad sense, motivation and security, including at the regional and national levels. It is established that the driving forces for the development of social and labour relations may be the interests of the parties to the relations, as well as external aspects affecting them (e.g., changes in legislation, labour market conditions, the level of social guarantees, competition, etc.). It is proposed to consider the development of social and labour relations as a process of changing the rules and nature of interaction, accompanied by differentiation of participants by the level of responsibility, transformation of approaches to ensuring labour safety, the working environment of an organisation and the labour market. Taking into account its structure, peculiarities of regulation and the nature of relations, the author proposes to distinguish the following models: partnership, corporatism, state monopoly, traditional, inclusive, paternalistic, security, risk, administrative and legal, and contractual. Each of the models does not exist in its pure form, but has features of other models, which is determined by the specifics of the country's economy and politics. All models are evolving and are not sustainable in the long term. The development of social and labour relations should be understood as a process of changing the rules and nature of interaction, accompanied by differentiation of participants by the level of responsibility, transformation of approaches to ensuring labour safety, the working environment of the organisation and the labour market. Accordingly, over time, under the influence of various technical, economic, socio-political and other aspects, the model of social and labour relations is transformed, usually towards the opposite model or gaining more security features. For progressive societies, it is the security model of social and labour relations that is desirable.