Employment Demand Research Articles

Virtual opioid agonist treatment: Alberta’s virtual opioid dependency program and outcomes

BackgroundVirtually delivered healthcare (telehealth, telemedicine) has the potential to reduce gaps in access to opioid agonist therapy (OAT). Barriers to accessing OAT such as lack of transportation, in-person induction requirements, employment demands and limited childcare options reduce treatment opportunities for clients. A completely virtual model of care has been developed in Alberta, Canada. This paper introduces the unique virtual clinic model and describes outcomes from that model.MethodsA retrospective chart review was conducted using datasets within existing electronic health records and databases from Alberta’s Virtual Opioid Dependency Program (VODP). Outcome data were extracted at admission to ongoing care by Case Management within the VODP and at 3, 6 and 12 months for the duration of treatment. Utilization trends over three years were analyzed, including admissions, discharges and active client information. Data regarding clinical outcomes for clients engaged in ongoing care with the VODP were aggregated for analysis over four time periods, including treatment retention rates at 6 and 12 months.ResultsA total of 440 client records were included in the study sample. Descriptive analysis showed rapid growth in utilization over three fiscal years. Despite rapid growth in utilization, median wait days for treatment decreased from 6 to 0 days with the initiation of a Same Day Start service to support low barrier immediate access to treatment. Treatment retention rates for clients in ongoing care were comparable to published reports, with 90% of the study sample remaining in treatment over 6 months, and 58% showing retention over 12 months. Clients reported high levels of satisfaction (90%) and outcomes reflected reductions in drug use and overdose as well as improved social functioning.ConclusionsThe VODP model demonstrated high levels of client satisfaction, rapid growth in utilization and positive preliminary clinical outcomes. Entirely virtual delivery of opioid agonist therapy is a promising option to facilitate access to evidence based treatment for opioid use disorder (OUD) in the context of a fentanyl overdose crisis, particularly for individuals living in rural or underserved areas.

Managing digital transformation: The view from the top

Digital Transformation is upending businesses everywhere. While there is ample research on this topic, there is a clear gap when it comes to understanding the changing talent management role of senior executives in digital transformation processes and the demands of individual employees. This article relies on 23 in-depth interviews with senior managers who are leading all or some of the digital transformation efforts of their respective organizations. Our research, using a grounded theory approach, identifies four key activities (and 37 sub-activities or themes) stemming from the new managerial needs and talent management practices arising from DT processes. We branded these key activities “Drive business change”, “Master fluid & loose organizational structures”, “Master Talent Complexity”, and “Prioritize learning”. This paper aims to provide an overview into the thinking and managerial practices of senior executives in a digital transformation context and complements the limited number of studies that examine the intersection between managerial actions and digital transformation. It also provides a conceptual framework that captures the key managerial demands arising from digital transformation processes and identifies key actions made by senior executives as part of these processes, which can be leveraged by both scholars and practitioners alike.

Evaluating the effectiveness of the Kidogo model in empowering women and strengthening their capacities to engage in paid labor opportunities through the provision of quality childcare: a study protocol for an exploratory study in Nakuru County, Kenya

Worldwide, there is a wide gap between what women can contribute to the economy and what they actually contribute. One of the main barriers to women’s engagement in the labor market and productivity at work is the societal expectation that they should take care of their children in addition to meeting the demands of employment. Furthermore, those in informal employment face difficulties due to long working hours and environments that are not appropriate for childcare. To address this, Kidogo runs an innovative “Hub & Spoke” model for low-income communities. Here, we present a study protocol aimed at evaluating whether the provision of quality childcare opportunities for working women through the Kidogo model is feasible and acceptable and whether it contributes to improvements in their incomes and productivity at work. The study reported in this protocol which is currently ongoing, employed a quasi-experimental design with two study arms: primary caregivers who use childcare services were recruited into the intervention (n = 170) and comparison groups (n = 170). Both groups are being followed up for one year. We are using a mixed-methods approach. Appropriate statistical methods including a difference-in-differences (DID) estimator will be used to analyze the effects of the intervention. We expect that the intervention will improve the quality of childcare services which in turn will improve the incomes of the center providers. We expect that providing improved childcare services will enhance women’s economic empowerment.Trial registration: PACTR202107762759962.

Understanding Migrant Farmworkers' Health and Well-Being during the Global COVID-19 Pandemic in Canada: Toward a Transnational Conceptualization of Employment Strain.

During the COVID-19 pandemic, Canada imposed certain international travel bans and work-from-home orders, yet migrant farmworkers, declared essential to national food security, were exempt from such measures. In this context, farm worksites proved to be particularly prone to COVID-19 outbreaks. To apprehend this trend, we engaged an expanded and transnational employment strain framework that identified the employment demands and resources understood from a transnational perspective, as well as the immigration, labour, and public health policies and practices contributing to and/or buffering employment demands during and after the COVID-19 pandemic. We applied mixed methods to analyze administrative data, immigration, labour, and public health policy, as well as qualitative interviews with thirty migrant farmworkers employed in Ontario and Quebec. We concluded that the deleterious outcomes of the pandemic for this group were rooted in the deplorable pre-pandemic conditions they endured. Consequently, the band-aid solutions adopted by federal and provincial governments to address these conditions before and during the pandemic were limited in their efficacy because they failed to account for the transnational employment strains among precarious status workers labouring on temporary employer-tied work permits. Such findings underscore the need for transformative policies to better support health equity among migrant farmworkers in Canada.

Assessment of Perception Factors Influencing Collaboration Between Vocational Schools and Businesses in Practical Training

As the global economy grows, the labor market's demand for qualified employees increases. However, the present situation is not able to meet labor market requirements; laborers are inexperienced, and their professional skills are inadequate. Collaboration between vocational schools and businesses is essential for educational activities. This study aimed to investigate the degree of perception, the contents, the forms, and the variables that influenced collaboration activities in practical training between vocational schools and businesses. A quantitative study method was conducted on 570 respondents (195 teachers, 125 managers, and 250 graduated students) randomly recruited from four provinces/cities in Vietnam. The results show that participants perceived the importance of practical teaching coordination activities in vocational schools and businesses. In addition, some contents and forms were applied to collaboration teaching activities between vocational schools and businesses Future studies should consider similar experimental studies to develop appropriate practical training collaboration activities models based on perception levels and factors impacting activities.

Does Trade Openness Foster Unemployment? Evidence from D-8 OIC Countries

This study aims to analyse the effect of trade openness, wages, inflation, economic growth, and population toward unemployment in the D-8 Organization of Islamic Cooperation countries over the period, 1991 to 2020. The quantitative approach uses techniques analysis of panel data regression. The study result shows a significant simultaneous effect of trade openness, wages, inflation, economic growth, and population on unemployment of D-8 OIC member countries. While partially, trade openness has a significant positive effect on unemployment, wages, economic growth, and inflation have a significant negative relationship with unemployment. The population has a significant positive effect on unemployment. Overall, the result implies that each OIC member country should promote an effective and strategic plan to enhance the demand for labour and employment. Furthermore, professional courses and vocational training should be initiated to fulfil the growing demand for skilled labour.

호텔기업 구성원의 직무요구, 직무자원과 직무열의 및 이직의도 간 관계: 직무요구-자원 모형 적용

The purpose of this study is to identify multi-analyses among Job Demands, Job Resources, Job Engagement and Turnover Intention of hotel employees. The data is collected from employees of Deluxe hotel located in Seoul, Korea. The empirical results are as follows.BR First, job demand has negative effects on job engagement of hotel employees. Second, job resources have positive effects on job engagement of hotel employees. Third, job demand has positive effects on turnover intention of hotel employees. Fourth, job resources have minimally negative effects on turnover intention of hotel employees. Lastly, job engagement has negative effects on turnover intention of hotel employees. In conclusion, the organizations of hotel do their formal and informal systematic efforts to increase the job engagement and to reduce the turnover intention by strategical management of the job demand and job resources of hotel employees.

Employability Skills in the TVET Trainer Training Program: The perception Between Experienced Trainers and Novices Trainers

This paper is aimed to determine the importance of employability skills among experienced and novice trainers in the TVET trainer training program. This is due to, some employers reported TVET graduates' lack of employability skills and facing difficulties to fulfill the current employment demands and professional expectations needed by industries (e.g., people management skills, communication skills, interpersonal skills, teamwork, professionalism, knowledge, and principles, problem-solving skills, and decision-making skills). A survey questionnaire was distributed during the TVET training program. A total of Experienced Trainers (n=34) and Novice trainers (n=137) were participating in this study. This study ranked the 25 abilities/items according to eight main constructs of employability skills based on a score ranging from (1) – to (5). The findings indicated that there is a different rank of employability skills between experienced and novice trainers. From these findings, it shows that communication skills, teamwork skills, self-discipline skills, and interpersonal skills are equally perceived to have a high importance level (top 4 highest) by both experienced trainers and novice trainers, while leadership skills, learning skills, and conceptual skills are equally perceived to have a lower importance level according to both experienced trainers and novice trainers. This calls for the planning of a specific curriculum that can be integrated into the TVET trainer training curriculum. It is necessary to transform the educational institutes into lifelong education centers to facilitate this employability skills formation among the graduates. In embedding the employability skills into the curriculum, teaching, learning, and assessment processes, steps must be taken to ensure that there is a constructive alignment between them. The desired employability skills should be made explicit through the learning outcomes of the modules that lead to high academic standards, leadership, industry-defined work readiness, and advanced and continuing education.

Supervisors’ provision of physical environment resources to administrative support staff in a public university

The purpose of this article was to apply the job demands-resources (JD–R) theory in a public university as a lens to ascertain the extent of measures undertaken by academic supervisors to provide physical environment resources that support administrative employees and enhance their performance of the demanding duties they constantly perform. Supervisors’ understanding of their role in catering to the physical environment needs of administrative employees has been ignored in previous studies conducted in the university sector. The research design was qualitative since data collection relied on semi-structured interviews with six academic heads of departments who supervised office administrative employees in a public university context. The participants’ responses indicated a high understanding of the importance of providing resources such as updated equipment and eliminating any physical environmental factors that could enhance office employees’ performance in their demanding administrative duties. The challenges expressed were mainly with the budget that proved to constrain them. This finding on supervisors is significant as it addresses a research gap in which the focus on physical environment factors has mainly been on employees’ perceptions and experiences in the business sector with less interest in the public sector and developing countries. The success of an organization requires a caring leadership that strives to provide enabling workplace physical environment resources that meet the work demands of employees.

When what you have is not enough—Acquiring Australian qualifications to overcome non‐recognition of overseas skills

AbstractSkilled migration is an important strategy in developed economies seeking to address skills shortages and population ageing. Research on the labour market outcomes of skilled migrants tends to focus on employers' devaluation of skills without considering the role of immigration policy in the migration process. Moreover, there is little understanding of whether efforts to meet employer demands for local qualifications improve labour market outcomes. Drawing on a study on skilled migrants sponsored under the State‐Specific and Regional Migration Scheme in the regional state of South Australia, we explore the shaping of skills and skills recognition in the migration journey, particularly migrants' strategy of reskilling in response to employer demands for local qualifications. Our logistic regressions on the association between the acquisition of Australian qualifications and labour market outcomes reveal only marginal returns to these efforts. We argue that Australia should consider developing a more coherent skilled migration process to better harness the human capital of skilled migrants.

Pengaruh Perubahan Kebijakan Organisasi Terhadap Sikap Resistensi pada Karyawan

For companies with COVID-19 experiencing a very significant change where the capacity of workers in the room is also limited, the organization modifies the work system from face to face to face to face, the absent system is also modified. This study aims to examine whether there is an effect of changing organizational policies on employee resistance attitudes. In this study using quantitative methods and using a questionnaire as a measuring tool. The scale used in the questionnaire of employee resistance attitudes and changes in company policy uses a Likert scale with 4 choices of statements. Data processing is carried out using a computer system with the SPSS program. Data were collected from 105 scales distributed to permanent employees. Based on the results of the study, it is known that there is a significant effect between employee resistance attitudes to organizational policy changes (F count = 80.278, p <0.05). From this research, it is also known that changes in organizational policies have contributed to the attitude of resistance in employees of PT. SEPC O&M Medan is 43.8% and 56.2% is influenced by other factors. The conclusion of this study the relationship between perceived effectiveness of organizational change and job satisfaction is positive and important. SEPC O & M where employees will react to policy changes made, especially during the current pandemic where there are policy changes that the company cannot predict. These changes make employees demand an attitude of resistance.

Impact of COVID-19 on the Russian Labor Market: Comparative Analysis of the Physical and Informational Spread of the Coronavirus

The aim of the article is to investigate the impact of the new coronavirus infection on the Russian labor market and to suppose the actions to be taken to minimize negative economic consequences. The distinctiveness of this study is the differentiation of the impact of the physical and informational spread of COVID-19. The informational spread of coronavirus is measured through the dynamics of news messages related to the topic of “coronavirus” in the largest Russian media. The analysis of the average level of wages by type of economic activity, as well as the demand of employers and the number of vacancies, allow testing the hypothesis that the physical and informational spread of coronavirus caused an increase in the number of unemployed, a decrease in average wages in the studied range of economic activities, an increase in supply on the labor market, and a decrease in demand for employees. Another task of the study is to assess the dynamics of related search queries in Yandex (Russian biggest search engine), which can help to reveal the logic in the behavior of the Russian people during the pandemic as well as to understand if the Russian economy, the labor market, and society were prepared for the changes caused by the pandemic. Using a regression modeling methodology, it was found that the influence of the information environment, namely the informational spread of coronavirus, had an even greater impact on studied parameters than the physical spread. A “delay effect of physical consequences” was discovered. The conclusions obtained showed that in the conditions of wide informatization of society, it is necessary to systematically influence the physical and informational spread of coronavirus to minimize the negative consequences of the pandemic on the labor market.

STRUCTURE AND CONTENT OF THE EDUCATIONAL AND PROFESSIONAL PROGRAM OF TRAINING SPECIALISTS IN PHYSICAL THERAPY AND OCCUPATIONAL THERAPY (ON THE EXAMPLE OF ZHYTOMYR MEDICAL INSTITUTE)

The article considers the need to prepare bachelors for the 227 "Physical Therapy, Occupational Therapy" educational and professional program on the basis of the competence approach.
 The future specialist in physical therapy, occupational therapy is considered as a person who purposefully acquires qualifications in accordance with the chosen educational degree in the process of specially organized educational activities in higher education, aimed at forming a high quality rehabilitation culture and healthcare culture based on general and special competencies.
 The experience of development and implementation of educational and professional program "Physical Therapy, Occupational Therapy" for those seeking a bachelor's degree by specialists of the Zhytomyr Medical Institute of the Zhytomyr Regional Council is analyzed. The main elements of the educational and professional program are given, the requirements for the quality of content, structure, competencies (general and special) are determined.
 Special competencies are practical and can be used in the professional activities of a specialist in physical therapy and occupational therapy. The sequence of study of educational components, plan and schedule of educational process, list and scope of normative and selective educational components correspond to the structural and logical scheme of higher education training for "Physical Therapy, Occupational Therapy" educational program and are designed to help ensure compliance of program learning outcomes with the demands of potential employers (stakeholders).
 The document contains all the necessary structural and semantic components, is based on modern world and domestic educational standards, takes into account the requirements of practical health care, reflects modern requirements for training in physical therapy, occupational therapy and meets the requirements of practical use.

DEMAND FOR EMPLOYEES’ DIGITAL SKILLS IN THE CONTEXT OF BANKING 4.0

Digitalisation and technical development in the financial service sector have aimed to secure, increase the quality, and satisfy the interests of both customers and financial institutions in the current turbulent era. Together with this situation, there is a need to develop digital employees’ competencies in the financial sector. This paper aims to analyse the topical issue of digitalisation and demand for employees’ digital skills in connection with the COVID-19 pandemic situation based on global secondary data and primary data collected by the authors in the Czech Republic. The main research objective of the paper is to provide a theoretical framework for digitalisation and its drivers in the financial sector, introduce the phenomenon of Banking 4.0 concerning the required competencies, and identify gaps and barriers for faster and more effective development based on the literature review and selected primary and secondary and data analysis. Descriptive statistics and Spearman’s rank correlation coefficient have been used to fulfil this goal. A semi-structured in-depth interview with three human resources (HR) specialists of a selected Czech bank also has been conducted. The paper brings an overview of the latest research studies in the field of digital competencies in general and specifically in the financial sector. Although the primary data is limited in scope (i.e. ten middle-sized and large financial and insurance companies), it provides a unique view of the situation with digitalisation in financial institutions. It shows current developments, trends and barriers within the example of a bank case study. The paper is motivated by the current situation in the banking sector in connection with digitalisation. It aims to emphasise the growing influence of digital technologies on employees, managers and companies, and the importance of systematically implementing digital skills development approaches on the companies’ strategic level.

How Knowledge Sharing Affects Business Model Innovation: An Empirical Study from the Perspective of Ambidextrous Organizational Learning

In the era of knowledge economy and open innovation, it is especially important for organizations to learn how to store and utilize internal and external knowledge for the sustainability of business models. The ability to innovate is a necessity for sustainable development, thus this paper starting from the internal factors driving enterprises to realize business model innovation, from perspective of ambidextrous organizational learning, takes 257 managers in enterprises as samples to empirically study the mechanism of knowledge sharing on business model innovation. The results of regression analysis and structural equation model (SEM) path analysis show that knowledge sharing affects novel and efficient business model innovation through ambidextrous organizational learning, and ambidextrous organizational learning plays a complete mediating role. Both explorative and exploitative learning have a significant positive impact on the novel and efficient business model innovation, and explorative learning has a stronger promoting effect. Therefore, in the practice of enterprise business model innovation, leaders need to establish a system that can promote the willingness of employees to share knowledge. Organizations need to pay attention to the effectiveness of explorative learning, consider the actual demand of employees as much as possible, and mobilize the initiative of employees in the learning process. Organizations also are required to pay attention to the balance between explorative learning and exploitative learning.

Basic income: a 50-state economic impact analysis

Purpose This paper aims to estimate the economic impact of a basic income for each state in the USA. Design/methodology/approach Building on existing pilot studies of basic income in the USA, this paper presumes a $500 per month basic income for individuals earning less than $25,000 in annual income. Using impact analysis for planning (IMPLAN) input–output modeling software, estimated increase in gross state product and employment are provided on a state-by-state basis. Findings A $6,000 annual basic income ($500 per month) to adult persons earning less than $25,000 annually results in an increase in gross state product (e.g. gross “regional” product in IMPLAN terminology) ranging from 0.7% (District of Columbia) to 5.7% (Florida). Likewise, this increase in household spending will create demand for employment across these states, resulting in an increase in employment from 0.9% (District of Columbia) to 5.8% (Florida). Originality/value To date, to the best of the author’s knowledge, this is the first state-by-state analysis of the economic impact of a basic income provision to lower-income individuals.

The Importance of Small and Medium - sized Business for the Country’s Economy

The article talks about small and medium-sized business and its importance in the development of the economy. Small and medium-sized enterprises play an important role in the economies of most countries, especially developing countries. Small and medium-sized companies are a major part of world businesses and make a huge contribution to job creation and the development of the global economy. They account for about 90% of world production, 60% -70% of jobs and 55% of GDP. In developing economies, small and medium-sized businesses provide almost 40% of national income. They are a necessary and integral part of the economic system of any developed country, the improper development of which hinders the normal existence and development of the economy and society. Development of the country in the XXI century is unimaginable without commerce, manufacturing, financial institutions and modern infrastructures. Small and medium business is a field that creates products, provides services to customers, is the creator and implementer of innovations and the latest technologies in any field, creates jobs and the middle-income layer of the society, fills the budget, attracts foreign capital and investments, which in itself strengthens the exchange rate, promotes healthy competition, the existence of free markets, naturally opposes the establishment of monopolies, creates a stable socio-economic environment in the country, raises the image of the country at the international level. It is for these numerous reasons that small and medium-sized businesses not only make a significant contribution to the economy, but also emerge as an economy. The world experience of many countries in the market economy system shows that small and medium-sized businesses can play one of the most important roles in solving the national problems in the countries. By 2030, 600 million jobs will be needed worldwide to meet the growing demand for employment, prompting governments to promote small and medium-sized businesses. Keywords: business; Small and medium business; Small and medium enterprises; Employment; Importance in economic development.

DIGITAL EMPLOYMENT: UKRAINE’S RANKING IN THE GLOBAL DIVISION OF DIGITAL LABOUR

The paper reviews information on the formation and development of a new form of employment — digital one — and identifies its impact on the country’s place in the global dimension. The overall objective of the study is to verify the trends of digital employment in Ukraine and assess its place and role in the global distribution of the digital workforce. The literature review indicates a lack of research on the gap between the level of technological development of the country and the use of digital employees in the national economy. This is particularly imperative for developing countries, which technologically remain far behind, and to which Ukraine belongs.The scholars used a certain sequence to conduct the study of this issue, particularly: at first, in accordance with the characteristics of digital employment, the authors identified the types of business where the largest number of digital workplaces is concentrated. Secondly, the researchers analysed the statistical indicators of digital employment in Ukraine for 10 years and revealed the development tendencies of this segment. Thirdly, the study compared the data on employment, wages and the obtainability of the favourable domestic talent development environments for the country of reference and a neighbouring country with a higher level of economic development. Fourthly, the research identified the factors influencing the spread of digital employment and defined the place and role of Ukraine in the global digital landscape.The study uses methods of analysis and synthesis, abstraction and generalisation in the verification of digital employment trends, statistical and analytical methodologies in the study of the state and trends inherent in the digital segment of national employment markets. The knowledge base of the research consists of the official statistics of Ukraine, Poland, analytical materials of UNIDO, The World Economic Forum, OECD, Eurostat.The object of the study is the digital segment of the labour markets of Ukraine and Poland, as these countries have similar preconditions for economic development, they are geographically located in Eastern Europe and border each other. At the same time, Poland has a higher level of economic development and is a recipient country for Ukrainian migrant workers.The paper presents the results of empirical analysis, which showed that technological lag is the major precondition for the low demand for digital employment in Ukraine. Accordingly, this determines that Ukraine is basically a resource colony in the digital global environment, which supplies highly qualified digital workers. The experts and practitioners can use the results of the study to elaborate a strategy for the development of Ukraine’s economy in the context of digitalisation.

Innovative crisis-response through best human resources practices during COVID-19

During COVID-19, Human Resources evolved as a pivotal organisational function, able to ensure continuity of the business by balancing demands of employees and business. Concurrently, it ensured operational vitality by navigating the crisis through implementing innovative human resources practices. Human Resources practitioners responded swiftly to the operational, administrative, and strategic challenges posed by the dynamics of external and internal changes. This qualitative and informative research explores the innovative practices implemented by human resources practitioners as a response to past health pandemics and the Covid-19 crisis. A mix of inductive, deductive, and indicative-deductive thematic analysis was applied to present the findings from the literature review on Human Resources practices during health-pandemics before Covid-19 and during Covid-19 (published in 2020-2021). This study found Human Resources practitioners amongst the first responders to a health-related crisis. During a crisis, the HR role skews towards becoming a responsive change agent sustaining empathy and productivity whilst implementing new policies and practices, redefining the work, workforce, and the workplace in response to the changing external environment. The innovative HR practices implemented during the Covid-19 crisis will offer insights to the Management and HR practitioners, and will further guide the re-invention and championing of creative people management strategies for achieving human capital and organisational resilience. Decision-makers will understand the value of responsive practices at the time of global crisis.

Human Resource Management Using HR Technologies in the Context of the Digitalization of the Economy

Relevance. Currently, close attention is attracted by changes in the field of human resource management in modern conditions of digitalization of the economy, analysis of its positive and negative consequences. The main directions of transformation of the labor market and forms of employment of the population are highlighted, namely: the development of innovative methods and tools in the HR-sphere; use of electronic resources for recruiting; manifestation of sectoral shifts in the structure of labor demand; the emergence and development of atypical forms of employment and the polarization of the labor market; quick update of the list of professions and skills in demand for employees; leveling the national boundaries of the labor market.The purpose is to consider modern views on the concept of effective HR activities.Objectives. Based on research data on the digitalization of HR departments in domestic companies of various levels, highlight the main trends in changes in the human resource management system in the context of the digitalization of the economy; substantiate the opinion that these changes require a response from the human resource management service in the organization and significantly modify the list of their functions.Methodology. The following methods were used: theoretical analysis of the sources of the problem under study, forecasting the situation under consideration, expert assessments.Results. On the basis of the study, the following main results were obtained: the directions of development of the functions of the personnel service of the enterprise and the principles of its work with personnel were analyzed. These trends are: transformation of the structural and organizational structure of enterprises; expanding outsourcing of personnel; development of HR analytics and personalization; increased attention to the formation of a positive HRbrand of the employer; digitalization of HR management technologies; changing the approach to corporate training; predicting future professional skills and competencies; exploring the possibility of preventive training in new areas; increasing requirements for the HR manager.Conclusions. The study made it possible to consider the impact of digitalization on the labor market and, in particular, on the field of human resource management. Particular attention is paid to the use of software products and modern information management tools in HR management. The advantages of introducing information HRtechnologies in solving social and economic problems are analyzed.