Qualified Workers Research Articles

READY TO HACK: HOW BUG BOUNTY PLATFORMS CREATE THEIR WORKFORCE

Bug bounty platforms are becoming a standard solution for detecting vulnerabilities in an increasingly complex networked economy. Serving as intermediaries between organizations and ethical hackers, they crowdsource offensive information security and show significant improvements in the detection of vulnerabilities. In some sense, they can be likened to platforms of the gig economy. However, they stand out in one major regard: they do not have a pre-existing workforce. While platforms of the gig economy can rely on unqualified, often migrant, workers eager to earn the little money it provides, bug hunting platforms require highly qualified workers in a field where formal training is often lacking. This pushes bug bounty platforms to not only serve as intermediaries, but to also actively create the workforce they need. This paper discusses the efforts needed for the establishment of such a labor supply. Four key requirements are identified. First, the workers are required to undergo proper training. The platforms thus design educational tools aimed at ensuring a skilled workforce. Second, bug hunting must be routinised. A precise set of actions, as well as standard software is suggested that largely automate the job. This allows for efficient vulnerability detection. Third, platforms must ensure competition among bug hunters in order to secure a loyal workforce. To this end, they will design gamification schemes, made of rewards and rankings. Fourth, platforms seek to embed bug hunting into formal careers. By building alliances with the industry, higher education institutions, or the army, they make bug hunting economically appealing.

Prospects for Personnel Training for the Forestry Sector in the Regions of Russia: Arctic Context

Introduction. The development and enhancement of the management efficiency of the forestry sector in the Macroregion of the Northwest and the Arctic zone of the Russian Federation are strategically significant for the country's development, oriented towards global competitiveness. The aim of this study is to analyze the prospects for personnel training within the system of secondary vocational education for the forestry sector in the Northwest and Arctic zones of the Russian Federation. Materials and Methods. The materials for the study were statistical data from two forms of state federal reporting for 2022: No. 1-T (prof) "Information on the number and demand for workers in organizations by professional groups" and form No. SPO-1 "Information about the educational organization that carries out educational activities in educational programs of secondary vocational education." The study employed methods of descriptive statistics, economic-mathematical modeling, and comparative data analysis. Results of the Study. An extended list of 23 directions and specialties of secondary vocational education organizations training qualified personnel for the forestry complex in the Arctic Macroregion and Northwest Russia has been identified. An assessment of the provision of the economy of enterprises and organizations in the forestry sector with qualified personnel has been presented. The analysis revealed 12 entities in the macroregion whose personnel needs for mid-level specialists can be met by graduates from their own region, as well as 13 entities in the macroregion that need to train their personnel beyond the macroregion in other regions of Russia to meet the demand for qualified workers and employees. A mapping tool has been developed, comprising 85 subjects of the Russian Federation, divided into three groups based on the total admission to specialties and directions related to the forestry sector. Discussion and Conclusion. The mapping tool obtained demonstrates that the regions with the highest preparation of forestry specialists are located far from the Arctic zone and Northwest Russia. Meanwhile, the main forest resources of the macroregion's entities are unevenly distributed across their territories, concentrated mainly in the central and southern parts. The proposed mapping tool contributes to addressing the issues of personnel training for the forestry sector through the involvement of all interested actors: applicants, employers, secondary vocational education organizations, and regional executive authorities.

Argumentation resource in scientific pedagogy as an object of research

Introduction. The analysis of the argumentation employed by scientists and educators in recent years reveals a tendency to adopt an uncritical attitude towards the opinions of scientific authorities, as well as distortions in the formulation of definitions and inaccuracies in both theoretical and empirical justifications of conclusions. These issues indicate attempts at methodological “interference” within the argumentative discourse in science education. Aim. The present research aims to identify the specifics of scientific argumentation in pedagogy and categorise the criteria for its compliance with the methodological framework into two parts: the formulation of “strict” and “soft” requirements. Methodology and research methods. The following research methods were employed: analysis of recordings of scientific dialogues, as well as texts from articles, monographs, and dissertations on pedagogy to assess argumentative correctness; analysis of methodological literature addressing the issues of argumentation across various fields of knowledge; and a method for dividing the field of scientific argumentation into two categories based on the characteristics of the subject of pedagogical research, including the potential for definition and the construction of theoretical frameworks. Results. The outcome of the study is the identification of the requirements for scientific arguments in pedagogy, shaped by the unique characteristics of its subject area. These requirements can be categorised into two types: “strict” requirements, which should be aspired to, and “soft” requirements, which can be described as mitigating circumstances that assist pedagogical researchers in addressing criticisms arising from comparisons between pedagogical argumentation and analogous processes in other scientific disciplines. Scientific novelty. The scientific novelty of this research lies in the justification for dividing the field of argumentation – an essential component of pedagogical methodology – into “hard” and “soft” criteria that align the arguments of scientific pedagogy with methodological norms. Practical significance of the results lies in the potential to utilise the presented material as educational content for students enrolled in pedagogical education programmes, serving as a guide for completing their final qualifying works.

Professional-Career Trajectories of Higher Education Personnel in the Preparation of Doctoral Dissertations If you need a specific translation or a more detailed exploration of this topic, please let me know

I'll answer as a world-famous higher education expert in academic research with the prestigious Academic Research Excellence Award. Introduction:The level of professional competence of university faculty has a direct impact on the quality of labor resource reproduction. The highest level of professional skill of a research professor is confirmed by the defense of a qualifying work—a doctoral dissertation. Decreasing rates of dissertation defenses necessitate the search for new organizational and managerial tools to activate faculty members' desire to pursue research trajectories at a high level of professionalism. To develop relevant tools that yield results, it is essential to consider the diversity of approaches to conducting scientific research and defending its results. The aim of the study is to identify the trajectories of preparing and defending a doctoral dissertation, as well as to reveal significant factors that contribute to or hinder achieving the desired outcomes. **Materials and Methods:** To identify typical approaches to organizing and conducting the process of preparing a doctoral dissertation, data were obtained through semi-structured interviews with candidates for the Doctor of Science degree. The interviews involved 42 doctoral candidates who defended dissertations for the Doctor of Economics degree in 2022-2023 from 30 cities across Russia. Qualitative methods were applied to process empirical data while analyzing informants' responses during the interviews, working with transcripts, and interpreting semantic conclusions. **Results:** Within the typological diversity of approaches based on three criteria (motivation, level of professional readiness, and perception of the organizational environment), several trajectory types were distinguished. For each type, the driving force that allowed the candidate to undergo a lengthy trajectory was identified. The dominant trajectory is the "Professional-Career Leap," achieved through willpower traits (52.4%). The "Professional-Career Ceiling" trajectory is based on the desire for competency growth and ensuring expert superiority (33.3%). Candidates moving along the "Emerging Opportunities and Perspectives" trajectory (14.2%) maintained a focus on the potential benefits of the future and utilized available organizational opportunities. **Conclusion:** The necessity to improve existing tools for assisting and simulating faculty members in defending their dissertations has been determined. The tools must contain the capability to influence the driving factor of each trajectory type: character, skill, and work capacity.

An Analysis on Optimizing Talent Acquisition Strategies For HR Recruitment in Germany Through Dabster Consulting Private Limited

With an emphasis on Dabster Consulting Private Limited, this study investigates methods for streamlining talent acquisition procedures for HR hiring in Germany. The study looks at how creative hiring practices might improve productivity, applicant quality, and customer satisfaction at a time when competition for top talent is getting fiercer. The study explores Dabster's hiring process, highlighting sophisticated sourcing strategies like Boolean search strings and utilizing professional networks like LinkedIn. It assesses issues specific to the German market, such as cultural quirks, labor law compliance, and the need for highly qualified workers in engineering, healthcare, and information technology. To analyze the research used a t-test and correlation as statistical tools. The study highlights important areas for improvement, such as automating candidate screening, employer branding, and integrating data-driven decision-making, by evaluating current practices and comparing them to industry best standards. The results are intended to give Dabster Consulting practical suggestions for achieving long-term growth, gaining a competitive advantage, and enhancing its standing as one of Germany's leading suppliers of personnel solutions. Keywords: Talent Acquisition Strategies, HR Recruitment, Candidate Experience, Diversity and Inclusion, Transparent Communication

ON THE ISSUE OF AUTOMATION OF THE SECTION OF MECHANICAL PROCESSING OF POLYSTYRENE PARTS

The paper proposes a consolidated model of the analysis of industrial production in order to assess the possibility and expediency of automation of the existing production process. The main parameters of the processing objects, which affect the decision-making regarding the automation of the process of its manufacture, are revealed. Based on the analysis of the configuration, geometric parameters, features of the location of the complex profile surfaces of polystyrene parts, as well as the analysis of their manufacturability, a conclusion was made about the possibility and expediency of automating the area of mechanical processing of such parts. Special attention was paid to the analysis of existing technological processes of processing typical parts. As a result of the analysis, a set of requirements for the structure and parameters of the new automated technological system was formed, as well as a new technological process for processing a set of parts was proposed. On the basis of the formulated requirements, the software type and machine level of automation of the technological system were chosen, the basic element of which was the manipulator robot. For the selected type of technological system, a new complex technological process of processing a set of parts has been developed, which involves minor changes in the design of some parts, which does not affect their functional purpose. For the implementation of the proposed technological process and the formed requirements for the equipment, specific main elements of the system were chosen - a robot-manipulator and a power unit, as well as a cutting tool, which allows processing of almost all parts of the set without replacement during the work. This made it possible to offer an option of an automated workplace, equipped with two working rotary tables for setting workpieces. The proposed version of the automated technological system and its implementation made it possible to significantly reduce the auxiliary time of mechanical operations, release highly qualified workers and reduce the cost of manufacturing parts.

PEOPLE PROFESSIONALS AND INCLUSIVITY IN THE WORKPLACE

The importance of professionals in an organization cannot be overstated. They should benefit the organization, society, and themselves by creating goodwill and wealth for the company, developing others, and building a strong and qualified work environment. To stay relevant and up-to-date in their work, professionals should engage in Continuous Professional Development (CPD), which can include attending workshops, training courses, conferences, self-directed and online learning. Personal values such as equality, valuing others, and fairness are crucial for people professionals as they approach their work. Ensuring equality in the workplace is vital, as is valuing others, which can help build positive relationships among co-workers. Fairness ensures that all employees have the same opportunities and access to resources and opportunities. Management should establish rules for discussions and provide a method for presenting ideas, ensuring that all employees understand what is expected of them and how they can contribute. Employees may voice concerns about ethical standards or regulations, such as instances of discrimination or harassment in the workplace. To address such concerns, organizations should have whistleblowing policies in place that provide employees with a safe and confidential means of reporting such issues. Incorporating ethical principles into Human Reassures (HR), Learning and Development (L&D), Organizational Development (OD) practices in the workplace is known as ethical people practices. Organizations have a responsibility to treat employees with dignity and respect, viewing them as a valuable resource. One way to address the shortage of diversity in the workforce is to implement diversity and inclusion programs that include workshops, training, and recruitment processes aimed at increasing diversity. Additionally, measures such as flexible working hours and cultural celebrations can promote diversity and inclusion within the workplace.

Self-Compassion in Qualified and Student Social Workers: A Systematic Literature Review and Meta-Analysis

ABSTRACT Purpose Social work is an intrinsically challenging profession, with high levels of distress and burnout reported amongst professionals. Self-compassion has been suggested as a coping resource that may benefit social workers and reduce levels of distress. There is reason to believe that low self-compassion may confer a vulnerability in social workers, particularly student social workers. The current review aimed to examine how reported levels of self-compassion in social workers compare to the general population and how they compare between qualified and student social workers. Additionally, this review explored the relationship between self-compassion and age, sex/gender, psychological distress, and work-related psychological wellbeing within social workers. Materials and methods A systematic literature search was conducted using APA PsycINFO, Scopus, Web of Science, CINAHL, and Medline. Twenty-nine articles met inclusion criteria and were assessed for risk of bias. Meta-analysis was used to synthesize the results. Results The meta-analysis found that qualified social workers reported significantly higher levels of self-compassion than student social workers and published general population estimates, although heterogeneity was high. There was some evidence to suggest that levels of self-compassion are related to age, but not to sex/gender. Self-compassion was significantly negatively correlated with psychological distress. Discussion and conclusion The tentative conclusion that qualified social workers may report relatively high levels of self-compassion is encouraging, given the evidenced negative relationship with psychological distress. Given student social workers appear to report lower levels of self-compassion, they may benefit from interventions/support to bolster it, although systemic factors influencing wellbeing must also be considered.

Development of national infrastructure for training specialists in the specialty «Information and Measurement Technologies»

The development of National Metrological Systems is important for supporting scientific progress, innovation, technology, and business competitiveness in each country. This requires professionals who can work in all sectors of the economy. The shortage of qualified workers and the need for continuous development in the field of metrology are still felt in many countries around the world. The issue of the development and functioning of the national infrastructure for training and advanced training of specialists in the specialty «Information and measurement technologies» is considered in the article. The structure of higher and postgraduate education in Ukraine is described. It is established that personnel additional training or retraining is widespread in scientific institutions of National Metrological Systems. Continuous training and advanced training of metrological personnel in the field of legal and applied metrology, as well as in certain types of measurements, is a necessary reality today. The place and role of SE «Ukrmetrteststandart» in the National Metrological System of Ukraine as an institution that disseminates knowledge and technologies in the field of metrology was determined.

Main types and types of document flow in institutions of post-graduate education in Ukraine

The last third of the 20th century was marked by the transition of a number of countries to the information civilization, under which the majority of workers are employed in the field of information activities, and the main product of production and commodity is information. Currently, information has become the most important resource of society and has acquired strategic importance. Globalization of world processes, on the one hand, and deep socio-political and economic transformations that unfolded in the 1990s, on the other, created the prerequisites for Ukraine’s rapid entry into the global information space. In the new century, the future of our country will largely depend on how energetically and effectively it moves in this direction. Information processes actively affect all aspects of human life. The use of the latest information technologies multiplies this influence. Most of the information is recorded on various material media, contained in various documents. The role of information in the management process is particularly important - at all its levels and in all spheres: political, economic, scientific, cultural, etc. Documenting information, its search, processing, storage and transmission require significant financial, material, labor resources and time. Therefore, the organization of effective work with documents, improvement of all information and documentation processes both on the scale of society as a whole and at the level of individual enterprises, organizations, and institutions is an extremely important direction of management activity. In turn, qualified work with documented information requires a significant number of professionally trained specialists. The current stage of Ukraine’s development is characterized by a difficult and contradictory path of the country’s transition to a market economy. Without a doubt, the success of this transition largely depends on the effectiveness of the management structures of the market economy, whose activities are based on the production and use of information, a large part of which in any organization, as mentioned above, is concentrated in documents.

Czech Labour Market: Long-Standing Problems and New Challenges

The article presents an analysis of the development of the Czech labour market, taking into account demographic trends. The main long-term trends of decreasing unemployment, structural changes and maintaining their attraction for foreign actors are outlined. The negative consequences of the last two years have been assessed. A lack of certain specialists and high-qualified workers remains among the key problems of the Czech labour market which the government regulatory measures are aimed at. Changes in the financing of employment policy and transition to more effective support measures are shown. Special attention is paid to solving the ageing problem and to involving of older people on the labour market. The implemented methods of maintaining employment among this category of citizens are analysed. Operating instruments of attracting highly qualified and qualified workers in the Czech Republic, the base of which are the key programs, are considered. A selectivity of such measures, its flexibility and changing due to political reasons are shown. The role of labour migrants on the Czech labour market is shown using the example of Ukrainians. The Ukrainian labour force traditionally was engaged in lowskilled labour, mainly in construction and industry. The consequences of the influx of refugees because of the Ukrainian crisis, their current situation and consequences for the Czech labour market are analysed. Due to gender and age differences between refugees and typical labour mi grants from Ukraine there is no significant increase in the influence of Ukrainians on the Czech market. Problems of poverty, integration and employment corresponding to qualification remain. The key perspective of changes of the Czech labour market, including problems of shortage of certain categories of specialists, are designated.

HUMAN RESOURCE MANAGEMENT AS A DIRECTION OF DIAGNOSTICS OF THE HUMAN RESOURCE MANAGEMENT SYSTEM IN MARTIAL

The article notes that the extremely difficult conditions in which our country currently finds itself have a negative impact on all spheres of society. The most valuable resource is the human one. The war prompted a significant part of the economically active population to leave abroad, many employees of enterprises were forced to leave their permanent place of work due to the occupation of territories, a large proportion of former qualified workers became defenders of the country. Under such conditions, an extremely important issue is the development of measures to support the activities of both large and small enterprises, because timely paid taxes are the key to the country's stability in war conditions. The article substantiates that in a general sense, human resource management is a complex process that combines economic, social, psychological, demographic and other tools and factors of reproduction, advanced training and influence on the labor behavior of employees in order to increase labor efficiency. This requires management to take a systematic approach to the use of human capital. At the same time, the effectiveness of the use of labor potential is manifested in three areas: practical activity, the employee's orientation to meeting his own needs and orientation to the future of the enterprise. Personnel management is at the center of organizational management. The article notes that the literature considers four levels of personnel management (human capital): political - personnel policy of the state; strategic - labor resources management; tactical - actual personnel management of the industry and enterprise, operational - direct work with personnel. It is emphasized that personnel management methods are divided into: economic (forecast and planning of personnel work, formation of labor resources and sources of their provision); organizational and administrative (establishment of organizational ties, legal provisions and norms); socio-psychological (specific means of influencing the process of formation and development of the labor collective and individual employees); state and administrative (regulation of the movement of labor resources, labor market at the state and regional levels).

THE EFFECT OF INFORMAL EDUCATION ON THE LABOR MARKET IN UKRAINE

The work deals with a comprehensive analysis of theoretical and practical approaches to the impact of short-term courses on the labor market and the level of unemployment in Ukraine in the conditions of hostilities and martial law. Special attention is paid to the study of foreign experience in the field of professional development and retraining of workers in various sectors of the economy, as well as the introduction of short-term courses as one of the effective tools for adapting citizens to the new requirements of the labor market. The paper analyzes in detail the problems faced by Ukraine after the invasion of the armed forces of the Russian Federation and their negative impact on the state's economy. In particular, the shortage of qualified personnel and the role of highly qualified workers in the process of defending territorial integrity within the armed forces of Ukraine were considered. The study also proposed and analyzed the conditions for creating free space at workplaces and providing decent working and living conditions for low-mobility population groups. The importance of integrating these groups into the labor market through specialized programs and support from the state is highlighted. In the conclusions of the work, attention is focused on In general, the introduction of short-term courses, the development of digital education, support for citizens with disabilities and the creation of a barrier-free environment, which are key directions for the economic recovery of Ukraine. This will help increase the competitiveness of the state and improve the quality of life of the population.

METHODOLOGICAL RECOMMENDATIONS ON THE USE OF THE TEAMS DIGITAL PLATFORM FOR PROFESSIONAL TRAINING OF QUALIFIED WORKERS IN THE MACHINE-BUILDING INDUSTRY

The article provides an in-depth analysis of the use of the Microsoft Teams digital platform as a universal and multifunctional tool for organizing professional training for qualified workers in the machine-building industry. With its extensive capabilities, this platform not only enables effective management of the educational process but also fosters interactivity, flexibility, and access to a wide range of educational resources. Its integration into professional training facilitates the creation of a modern and innovative learning environment that meets the current demands of the industry, contributing to the effective development of essential professional competencies among workers. Microsoft Teams offers significant opportunities for organizing distance learning, which has become increasingly relevant in the context of globalization and digital transformation. The platform creates conditions for structuring the learning process to support group collaboration, multimedia content integration, and detailed monitoring of learners’ progress. A key advantage is the ability to adapt educational materials to the individual needs of participants, thereby fostering a flexible and personalized learning environment. Particular attention in the article is devoted to how Microsoft Teams supports the development of key professional competencies essential for modern professional activities. The platform’s functional capabilities allow the combination of synchronous and asynchronous learning formats, significantly expanding the toolkit available for the educational process. Microsoft Teams integrates traditional teaching methodologies with innovative digital tools such as virtual whiteboards, automated tests, integration with other educational software, and real-time collaborative work. This enables workers to acquire new knowledge at a comfortable pace while receiving necessary support from instructors and peers. The study’s findings also highlight the importance of using such platforms to enhance educational practices in professional training, particularly in the machine-building sector. The recommendations presented in the article will be valuable for educators seeking to effectively incorporate digital technologies into training programs, improving their relevance and efficiency. Thus, Microsoft Teams serves as a critical tool in the modernization of professional education, addressing contemporary educational and industrial challenges.

Эмоциональное выгорание и поведение в конфликте специалистов органов опеки и попечительства

<p style="text-align: justify;"><span lang="EN-US">The article is prepared on the basis of the results of the final qualifying work and is devoted to the study of the relationship between emotional burnout and behavior in conflict among specialists of guardianship and guardianship authorities in relation to minors (hereinafter — OIP). The participants of the empirical study were 78 employees of the Department of Guardianship and Guardianship of the Department of Education of the Omsk City Administration, aged 22 to 65 years (the average age in the test sample is 40.10 ± 9.69 years). The average work experience of the subjects was 12.18 ± 5.41 years. The study was conducted using psychodiagnostic tools: the Thomas-Killman Questionnaire for Identifying Leading Behavior in a conflict situation, the Questionnaire for Professional (Emotional) Burnout (K. Maslach). It is shown that the statistical dependence of the features of emotional burnout with patterns of behavior in conflict is insignificant. The stage of emotional burnout — “emotional exhaustion” significantly correlates with the scale of behavior in conflict “compromise”. For the other two scales characterizing the stages of emotional burnout, there were no significant correlations with the characteristics of behavior in conflict situations.</span></p>

New museum construction in Irkutsk

The article presents an analysis of the city museum policy used as a basis for a proposal for the construction of modern museums in Irkutsk. The article provides the results of the research activity of the working group “Architecture of new museums in the modern city” at INRTU and the conclusions about the expediency of building new museums in the centre of Irkutsk. The following projects made by students of Irkutsk architectural school as final qualifying works are considered: the project of reconstruction and expansion of the museum of regional studies on the basis of the historical building of the VSORGO Museum (Artem Zyubr), the project of the museum building for the geographical and historical collection related to the North American discoveries of travellers and merchants from Irkutsk (Nikita Sobolevsky), and the project of the new building for the Museum of Asian Art (Alisa Valeeva).

Creating And Accelerating The Shift From Fossil Fuel Jobs To Green Energy Jobs

The green energy job market in the United States is growing consistently, whereas fossil fuel employment is declining. Green energy jobs have overtaken fossil fuel jobs in electric power generation (EPG), and they are beginning to command a presence in the fuels sector. Demand for green energy workers is very high, and green energy employers are having trouble finding qualified workers to fill their open positions. Real wages in green energy are increasing, the jobs are stable, and workers have more choice as to which parts of the US they want to live in. Meanwhile, workers are being pushed out of fossil fuel jobs, and this has caused fossil fuel dependent communities to languish. However, workers pushed out of fossil fuel industries are not shifting to green energy jobs, despite their attractive qualities. This is caused by numerous, major barriers. However, solutions are starting to form amongst major institutions such as the Brookings Institute and the New York Times, showcasing that there is a real problem and potential for opportunity in this area. A possible solution is to take this job transition online, consolidating the workers, employers, and necessary re-training in one place

Labour Market of Ukraine and Meeting Post-War Workforce Supply Market Demands

Introduction. Full-scale military actions in Ukraine increased the dynamics of changes in the labour market, caused significant uncertainty in influencing factors, and increased the imbalance of supply and demand in the labour market, which was characterised as a crisis even before the invasion. This strengthened the need for a relevant assessment of the needs of the Ukrainian labour market and the possibility of its personnel support and management of labour resources, taking into account the risks for the country's economy and post-war reconstruction. Aim and tasks. The purpose of this article is to evaluate the labour market of Ukraine in the post-war period and substantiate ways of meeting the market's personnel needs using the example of the construction and IT industries. The tasks of this study are to identify the factors affecting the labour market in the post-war period, assess the dynamics of changes in the balance of demand and supply in the labour market in the post-war period, and develop a mathematically formalised approach to the adaptive assessment of the labour market. Results. The developed mathematically formalised approach to assessing the imbalance of the labour market in individual areas allowed the stabilisation of the demand and supply of the IT labour market in 2026 at a level 1.496 times lower than the maximum in 2023. In the construction industry, differentiation in sectoral priorities of post-war reconstruction has been determined, as evidenced by the expected shortage of personnel in this industry, which is 2.15 times higher than the indicator for all industries. This is also indicated by the differentiation in the demand for qualified workers from 20% to 60% for large and small construction enterprises. Conclusions. The identified reasons for the uncertainty of factors affecting the labour market (losses in the quality of labour resources and forced migration) proved that post-war reconstruction would require an adaptive approach to managing labour resources at all levels. The lack of personnel in the post-war period will require a change in the concept of ensuring the competitiveness of domestic enterprises by using cheap labour. It was determined that the demand for qualified personnel in the post-war period for all industries would grow, which is confirmed by the dynamics of the index of change of employees, which is 30% higher for qualified workers than unskilled workers. Significant differentiation by micro-specialty influences the gap between demand and supply, which does not consider the market's needs.

Based on the Analysis of Existing Economic Policies, Compares the Response of Economic Policies to Population Ageing between the UK and Japan

In the context of the changing age structure of the global population, many countries are experiencing the economic consequences of this problem, such as severe dependency ratios and a reduction of qualified workers, which will harm the country's potential economic growth capacity. In order to mitigate the negative effects on the economy, both Japan and the United Kingdom have developed economic policies to deal with population ageing. These policies all revolve around healthcare, pension and employment. These economic policies are similar in some respects, such as in employment, where the two countries try to raise the retirement age of the elderly from various aspects, but show different policy biases in further policy-making for different reasons, such as different cultural backgrounds. This paper analyzes these similarities and differences by reviewing past literature and policy cases, making preliminary conjectures and summaries on the causes of these characteristics through past literature, and analyzing the effectiveness of some of these policies. Finally, we conclude from the study that these policy differences are due to different cultural, and historical backgrounds and current economic situations between the two countries.

Working conditions and health status in workers in boiler and welding production in power engineering

Introduction. Preserving the health of qualified workers of older age groups is especially important under conditions of exposure to occupational hazards. The purpose of the study was to assess the influence of occupational hazards on the development of occupational and somatic diseases among workers of various age groups in the main occupations of mechanical engineering. Materials and methods. The study tested the results of hygienic research at workplaces of an enterprise in the power engineering industry in the manufacture of welded metal structures. We assessed the health status in workers based on the results of an in-depth medical examination and ultrasound examination of the vessels of the upper extremities with assessment of blood flow indices. Using a survey method, data were obtained on assessing the influence of production factors on the health status in workers. Results. The working conditions in the main occupational workers groups were assessed as harmful grades 1–3, the priority occupational hazards were: increased noise, and at the workplaces of electric gas workers there were also fibrogenic aerosols, chemical substances, and heavy physical work. Electric and gas welders and boilermakers work in the most unfavourable conditions, about 30% of whom continue to work after reaching retirement age. We have established a significant gain in the incidence of arterial hypertension and sensorineural hearing loss among workers over 40 years of age and an increase in the prevalence of all chronic diseases in the age group over 60 years. Limitations. The study is limited by the number of workers examined and the lack of ability to assess the health status of the studied contingent of workers over time. Conclusion. In conditions of exposure to elevated noise and other occupational hazards, there is an enhancement in the prevalence of work-related and somatic diseases in workers over 40 years of age. With advancing age, the rise in the vascular resistance index is observed, however, the first signs of peripheral blood flow disturbance are often recorded at a young age. In this regard, it is necessary to introduce methods of early diagnosis and prevention of occupational and work-related pathology.