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It has been noted that in the legislative acts of the United States and the European Union, clauses have appeared indicating an intensification of the process of assessing qualifying assets, which has never happened in history. Naturally, this extraordinary step raises the need to identify the reasons motivating this phenomenon. A logical assumption has been made about the existence of a connection between this event and an attempt to create countermeasures on the part of the US leadership to the threat of the fall of the dollar as an international currency.Aim. Such a large-scale assessment exercise is considered from the point of view of its enormous potential economic effect and is proposed for use, but in the direction of a completely different goal — the development of proposals not only and not so much for the assessment of qualifying assets, but for the use of this assessment as a stimulus for economic growth and growth in the well-being of workers within the EAEU member countries.Tasks. Investigation of the proposed qualifying asset valuation exercise. Conducting an analysis of problems associated with the widespread practice of taking into account valuations in the authorized capital of enterprises of the EAEU member countries.Methods. A systematic approach to studying the problem of valuation and accounting of qualifying assets. Study and analysis of many years of world experience in the problems of practical assessment of human capital and capitalization of intellectual property in Russia and abroad.Results. The way to use the assessment of qualifying assets and accounting in the authorized capital of enterprises is shown in the interests of accelerating their joint innovative development of the EAEU member countries, as well as stimulating and increasing the importance of education and living standards in general.Conclusions. The process of assessing and accounting for qualifying assets in the authorized capital of an enterprise, in principle, as a progressive phenomenon, is inevitable, it is only a matter of time. For the EAEU member countries, the introduction of this process into practice will accelerate their innovative development and increase the social significance of higher education. Similar conclusions should be extended to the BRICS and SCO member countries.

Almost all global trends create a synergistic effect, which increases the importance of forming and developing human capital to ensure the survival of companies in the market and their confidence in the future, regardless of their size and type of activity. However, despite the unflagging and continued interest of the scientific community in the issues related to human capital, there are still many “white spots” in this area. The aim of this work is to explore the approaches to forming and developing human capital applied by companies doing business in Russia in the current realities and modern conditions, to identify industry specifics and to outline recommendations. To achieve this goal, the authors conducted a questionnaire survey of managers of enterprises from different segments of the economy. As a result of the analysis of the obtained data, the conclusions were made that not all organisations have a generally accepted definition of HR and not everywhere there are procedures for its assessment. The problems related to personnel development, creation of competitive labour conditions for employees, search for potential employees and internal filling of vacancies were also revealed. The methodology of this work is based on a systemic approach and surveying, as well as general scientific methods such as synthesis, analysis, comparison, and generalization. Research results: Despite the fact that, in the opinion of the authors of the study, it did not consider all the problems of human capital formation and its impact on the sustainability of organisations, the obtained results allowed for the identification of the peculiarities of approaches to forming and developing human capital, considering industry specifics, and can be useful to develop practical recommendations for managers of companies aimed at improving this activity. Originality: This study presents, for the first time, a comprehensive overview of the approaches to forming and developing human capital in companies across various industries in the Russian labor market.

The article studies theoretical aspects of the intangible assets system in the process of enterprises strategic management. In particular, it highlights the points of view of Russian and foreign scientists regarding the definition of the intangible assets concept. The author’s definition of intangible assets as a set of a company’s resources and assets, which do not have a physical form, are used in the process of creating goods (services) for a long period of time (more than a year), are involved in the creation of values that provide a company a competitive advantage in the market and meet the requirements of identifiability (an object separation from other resources), the presence of future profits from their use, and direct or indirect control by a company. The basic criteria of intangible assets are identifiability, control over them, and the presence of future profits from their use. Despite the variety of available approaches in foreign literature to the intangible assets classification, in our opinion, the classification, which includes human, customer, and structural assets (capital), is fundamental. The article concludes that foreign authors shift their research focus from organizational (structural) intangible assets, such as corporate culture, organizational structure, and brand, to consumer and attitudinal (customer) ones, such as the level of customer satisfaction and loyalty and relationships value. The methodological approaches analysis to intangible assets assessment, the issues of their creation, modeling, and use by companies is a direction for further research.

The technological level and human capital are key factors of economic development. The development of human capital and improving the quality of life of the population are the primary tasks for socio‐economic transformations in the country for the next 7–10 years. Taken into account the significant technological changes within the 6th K‐wave (Kondratieff wave), and the prospects for the development of MANBRIC technologies, dis‐ closed in this article, it can be argued that the relevance of human capital will only increase. Aim. To consider the impact of a new technological way on structural changes in human capital in the theory of Kondratieff waves and to identify potential consequences for the development of society. Methods. Method of analysis to understand the aspects and limitations of the theory of technological structures, since it is used by many researchers to explain the causes of long‐wave dynamics; methods of typification and classification of technological challenges. The systematization method made it possible to structure and describe the qualitative characteristics of Kondratieff waves and correlate them with the stages of development of society. The synthesis method was used to describe the consequences of global social changes on the structural components of human capital and the development of society. Results. The article examines the processes of formation and use of human capital in the context of changes in global economic and technological structures. The authors described the components of human capital, identified global technological challenges, correlated global technological challenges with the pe‐ riodization of Kondratieff waves, analyzed and systematized the factors effecting the structural components of human capital within the 6th Kondratieff wave. The described changes and assessment of potential consequences are for the emerging state technological and socio‐economic policies.

Human capital depends on many variables, e.g., financial crises, state economy, education, geopolitical conflicts, competition, etc. The article introduces various tools that could increase the efficiency of human capital in industrial enterprises, as well as determines corporate activities that increase organizational stability. The author used standard research methods to identify the features of corporate culture in small businesses and big corporations. The analysis relied on the minimal and maximal investments that improve the quality of human capital. It resulted in a set of recommendations for improving corporate policy. The review part covered the best practices for improving the personnel management efficiency. The article describes the early personnel improvement projects, the impact of artificial intelligence and machine learning on the automation of employee activities, the informal connections in sustainable corporate culture, the current demands of Russian business for better performance, etc. Russian companies are facing global challenges, e.g., increasing their automation while retaining and retraining experienced employees. Employers have to reduce the risks of staff outflow by investing in the internal corporate processes.

Purpose of the study. The purpose of this paper is to analyze the development of the economy of the Republic of Uzbekistan in the context of digital transformation, as well as reforms aimed at liberalizing all aspects of public life, democratizing the state and society, as well as identifying the best practices for modernizing industries and areas of the national economy to achieve the highest results of the country’s competitiveness in the world economic market.Materials and methods. The main sources for analysis and preparation for publication of this article were official statistical data from the Statistics Agency under the President of the Republic of Uzbekistan. When writing the article, the authors used methods of statistical analysis of quantitative data, synthesis, methods of systematic generalization of the results of questionnaires and expert surveys, monographic research, methods of working with specialized software products, digital platforms and services, as well as specialized methods of searching and processing data when working with statistical reports and analytical information presented on the corporate portal of the Statistics Agency under the President of the Republic of Uzbekistan.Results. The authors of the article studied the regulatory framework for reforming the national economy of the Republic of Uzbekistan, analyzed the digital mechanisms for implementing the strategy “Digital Uzbekistan - 2030” and, based on a thorough study of the strategic directions of economic development, revealed that the reforms being implemented, high demands and responsibility for fulfilling the set goals tasks to achieve goals are quite effective. In addition, this study showed that the applied digital solutions, such as digital platforms and digital services specially developed for the field of statistics, artificial intelligence technologies, BIGDATA, cloud computing, business analytical engines, as well as specialized software products, the ability to work with mobile devices and the use of satellite navigation to collect statistical data in the regions of the country make it possible to conduct a multidimensional analysis of business processes of economic objects of the national economy and develop optimal management decisions for the further effective development of industries and spheres of the economy of the Republic of Uzbekistan.Conclusion. Research conducted as part of this paper shows that today, within the framework of strategies developed in the Republic of Uzbekistan for the effective development of the country’s economy, good results have been achieved. However, in certain sectors and areas of the national economy, qualitative transformations are still needed, based on the introduction of advanced methodological foundations, innovative technological and management solutions in order to increase the country’s competitiveness. It is necessary to further improve the technical and technological base of industrial and agricultural enterprises, ensure the high-quality development of human capital, improve the methods and forms of functioning of business structures in the digital economy, identify new development drivers for balanced economic growth and improving the quality of life of the country’s population.

Introduction. The purpose of the article is to analyze the influence of managers and their human capital on the corporate social environment, offering tools for such analysis and studying the factors of human capital formation. The relevance of the work is determined by the practical application of network research methods using the in-depth interview method. The result of using such methods is the analysis of the qualities of managers that influence the building of the most positive socio-structural relations in the corporation and contribute to the development of the human capital of the corporation, which is important for society.Methodology and sources. In developing the methodology there were used the works of sociologists devoted to values (M. Weber, T. Parsons, F. Tennis, P. Bourdieu, V.A. Yadov) and the theory of network human capital (P.P. Deryugin, S.A. Kravchenko, S.A. Dyatlov) were used. The results of research by N.E. Tikhonova, S.A. Solntsev, M. Goltzman and others on the role of leaders in Russian society were used. In addition to the in-depth interview method, the research methodology was based on the concept of "Management Grid", which reveals the work style of a manager through his self-assessment.Results and discussion. This article is an applied research that reveals the role of human capital of managers in the life of a corporation and its impact on the social environment. It confirms the key importance of human capital and the social institution of corporations for the formation of social structure and economic development, and offers practical recommendations for corporate management with an emphasis on the development of human capital. Conclusion. The human capital of managers significantly affects the interaction inside and outside the corporation and the social dynamics of society as a whole. The development of leadership competencies, skills and values plays a key role for the success of corporations and society as a whole. The social component of the life activity of corporations is focused on production by meeting social needs, which emphasizes the central importance of human capital and its impact on the social structure of society.

The article presents the results of the sociological study of the impact of the coaching approach in the educational process in higher education. Based on the theory of coaching by T. Gallwey and J. Whitmore, the authors developed a methodology for improving personal and professional competences of students in the field of management. This methodology consists of fundamental coaching techniques: setting personal goals, identifying existing resources, active listening, providing feedback, and so on. The general principles of this methodology meet the educational standards adopted in Russia’s higher educational institutions. This methodology was tested at the Russian Presidential Academy of National Economy and Public Administration (RANEPA) and RUDN University. The efficiency of this methodology was assessed with the results of the sociological study conducted as a monitoring of social behavior and activity of students of Bachelor’s and Master’s levels in 2017-2022 (N = 564 undergraduate and Master’s students and 361 PhD students). Undergraduate and graduate students from 2017, 2018 and 2019 courses were selected as a control group (448 students). The coaching method was introduced in 2020, and 477 students took part in the experiment. To assess the efficiency of the proposed methodology of introducing the coaching approach in the higher education system, the authors chose such indicators as attendance and involvement in classroom activities, which were evaluated during both offline and online (under the pandemic) courses. The results allowed the authors to conclude that the proposed methodology has a positive effect on the behavioral and cognitive involvement of students, thus, contributing to the quality of human capital of graduates in the field of management.

Restoring the energy infrastructure damaged due to military aggression requires consistent political leadership, effective planning, financial resources, and human capital. The purpose of the article is to analyze the current state of human capital formation and justify the directions of its increase. The issue of human capital formation is presented in the article through the prism of the need for the post-war recovery of Ukraine's energy industry on an innovative basis. Within the framework of the economic mechanism of human capital formation for the needs of the energy transition, a critical component is the system of education and science. The authors assessed the "Human capital and research" factor for post-war recovery based on an input-output analysis of the components of the Global Innovation Index for Ukraine. The study showed a decrease in the contribution of the "Human capital and research" factor to the development of the innovative sphere of Ukraine during 2021-2023. The decomposition of the "Human capital and research" factor allowed us to conclude its further weakening by the following components: the total volume of education funding in % of GDP; the average performance of students according to the PISA assessment; coverage of the population by higher education; expenditure on research and development in % of GDP; the success of Ukrainian universities, measured regarding the success of the top 3 universities in the world according to the version of the QS World University Rankings. Based on the results of the analysis, steps aimed at strengthening individual components of human capital are proposed: diversification of non-state participation in both financing and provision of education, in particular through state stimulation of training at the workplace; support of employment with intensive use of knowledge; determination of priority areas of specialist training. State instruments for the implementation of these steps are: the provision of direct budget support in the form of grants and innovative transfers; the provision of state guarantees for enterprise loans obtained for the implementation of innovation and investment projects; the provision of state support for the export of carbon-free energy products; reduction of the corporate income tax base by the volume of innovation costs and personnel training costs.

The relevance of the presented research lies on the fact that at the present stage the importance of sport as a factor in the development of human capital is increasing. As part of the implementation of programs and activities to create an effective sports infrastructure, it is advisable to assess the degree of influence of sports on the development of human resources; for this purpose, special tools and methods are used. The development of mass sports as a factor in improving the quality of human capital depends on the state of the existing infrastructure and the pace of commissioning of new sports facilities. Modern difficult socio-economic conditions place increased demands on the physiological state of citizens of the Russian Federation and the maintenance of physical activity, which cannot but affect changes in the requirements for the general state of the material base of mass sports and physical culture. That is why the choice of tools for assessing the degree of influence of sports infrastructure on human capital is relevant, since it allows us to formulate the prospects for the development of the entire complex of infrastructure as a whole.

Classical approaches towards categorizing conflict within the field of social sciences may not be applicable to the labor market context because they are beyond economic theories. To the best of our knowledge, currently, neither national nor foreign literature contains any conceptual systematization of conflicts that occur during the hiring process. Such systematization would combine conflict factors at the intersection of economic, sociological, and conflict theories. The article proposes a categorization that is based on the prominent conflict theories while taking into consideration potential employment conflicts within the labor market. The proposed categorization groups market participants (supply and demand sides) and sorts conflicts by type (systemic and non-systemic conflicts). Four primary sources of conflict are identified, including market mechanisms and salary expectations (systemic conflicts), company values and human capital (non-systemic conflicts). Systemic factors of conflicts such as supply/ demand matching and wage expectations are determined by market mechanisms. These economic factors are determined by objective and predictable processes, but sociological theories of conflict are typically excluded from the aforementioned context, which can result in a biased portrayal of macroeconomic processes. In addition, the policy of a particular company and a job seeker’s expectations for a specific job position are nonsystemic, they depend on such types of factors as company values and human capital.This categorization enables early identification of the source of conflict and potential reduction of its destructive effects.

Human capital is widely regarded as a fundamental driver of economic growth, at least in the innovative and knowledge-based economy. However, the empirical evidence linking human capital with economic outcomes has been problematic both at macroeconomic and microeconomic levels. The estimates obtained in this study, based on RLMS data, show that the conditional probability of a worsening financial situation for people with higher education increased significantly in 2020 and 2022 compared to 2019. Using logit analysis, we calculated the odds ratios for worsening finances for three groups: currently employed versus not employed, reported poor health versus good health, and with tertiary education versus no tertiary education. Individuals with poor health are 20 % more likely to experience a decline in income than those in good health, but worryingly, after 2020 those with tertiary education are also about 1.2 times more likely to experience a decline in income than those with secondary education or less. It does not cast doubt on the positive impact of human capital on the knowledge-based economy. But it raises the question to what extent the characteristics of the knowledge-based economy are maintained during crises. The other question is the extent to which tertiary education today meets the expectations of the labour market and whether the education system has the foresight to ensure a high return on investment in human capital.

Russia’s Arctic policy focuses on making large-scale progress in the Arctic’s social and economic domains, including the development of local natural resources and the Northern Sea Route and the establishment of high-tech centers that can create global value chains. One of the primary challenges and threats to the sustainable development of the Russian Arctic regions is the mismatch between regional higher education systems and the needs of the economy. The risks are significantly exacerbated by the global economic transformation and the advent of the Fourth Industrial Revolution. Therefore, when considering the prospects for the innovation-driven development of the Arctic’s economy, a critical issue is the accumulation of highly educated human capital, where higher education plays a key role. The article explores the issues surrounding the formation and accumulation of human capital from the perspective of regional economic growth. The goal of this work is to empirically test the theory of increasing returns on investments in education. The key premise is that human capital accumulation has constant returns and can therefore grow indefinitely. This made it possible to put forward the hypothesis that the better the population’s access to higher education, the bigger the human capital and, accordingly, the higher the growth of gross output per capita. An empirical assessment was conducted to check the test model of the influence of university enrollment rates on economic growth. The results indicated a high coefficient of determination from the regression of the time series of the studied indicators. Also, the model showed the presence of conditional convergence, which means that a decrease in university enrollment rates is compensated for by an increase in the return on human capital due to an increase in the quality of education.

This study aims to unveil the individual and sectoral factors influencing the integration and utilization of artificial intelligence (AI) in vocational training among early-stage practitioners in China's real estate brokerage industry. The study involved in-depth interviews with 33 participants, each possessing less than two years of industry experience and demonstrating either experience with or a keen interest in AI applications. Rooted in the transformative potential of AI in vocational training, thematic analysis was employed to reveal the intricate interplay of individual factors—motivation, attitude, self-efficacy, and digital literacy—alongside sectoral elements such as policies, practices, and organizational culture. The findings illuminate the significant impact of these factors on the acceptance and utilization of AI, underscoring the complexity of participant attitudes, shaped by perceived usefulness and ease of use. Diverse levels of self-efficacy and digital literacy among participants regarding AI adoption were also evident. On the sectoral front, policies play a dual role, either providing support or imposing restrictions on AI adoption, while practices and organizational culture wield substantial influence over the opportunities and challenges associated with AI use. These empirical insights and best practices offer stakeholders valuable guidance to enhance employability and productivity in this ever-evolving industry. Importantly, this study advocates for a more inclusive approach in future research, addressing limitations in sample representativeness and recommending the integration of quantitative methodologies. This approach is crucial for fostering a comprehensive understanding of AI utilization in vocational training, ensuring robust insights for future advancements in the industry.

Introduction. In recent years the innovative development of Armenia has become one of the pressing issues in the context of both theory and application practice. This article is devoted to the analysis and assessment of the coutnry’s innovative potential from the perspective of ensuring sustainable economic growth in the long term. Under partial blockade of transport communications, noticeable shortage of internal growth sources in the form of natural resources or accumulated capital, the focus of the sustainable economic growth policy in Armenia is on the human capital development. At the same time, in conditions of the turbulent global economy and geopolitical instability it is important to prioritize the development of Armenian economy from the standpoint of innovative potential, which, in the author’s opinion, will enable the country to become more resistant to external shocks and crises. The key goal of the research is to analyze and assess the innovative potential of Armenia, also regarding prospects for economic growth in the long term. Materials and methods. Methodologically the research is based on a set of provisions of modern economic theory relating to the innovative potential of the economy and criteria to assess it. The methods used in the research are those of qualitative and statistical analysis of indicators, followed by identification of cause-and-effect relationships, observation and synthesis. Results and conclusions. The research made it possible to identify key theoretical approaches to the issue of innovative economic development, including against the background of positive and negative consequences for economic growth. The article thoroughly examined theoretical prerequisites for the country’s innovative potential development and analyzed innovative development of the Armenian economy in relation to the criteria highlighted in the research. The criteria for innovative economic development were analyzed and assessed in terms of the long-term prospects for sustainable economic growth in Armenia. The research result is the conclusion that the Armenian economy needs significant injections into the field of scientific and technological development to strengthen the country’s innovative potential in the long term. In addition, the focus of the conclusions is also on recommendations for human capital development, in the context of the existing potential in Armenia.

The Russian Federation is the biggest country in the world, which consists of 89 entities. Vast territory, a lot of nationalities and confessions, different climate and mentality create conditions for differentiation in the standard of living of people. In present circumstances unevenness is typical of the development of social and economic systems in countries and in persons. Economy of the 6th technological structure is characterized by high degree of automation and advanced technologies, which gives an opportunity to raise labour productivity and cut costs. However, not all regions can adapt to new requirements of this economic model. In this economy it is necessary both to modernize equipment and technology and constantly develop human labour resource. According to the Maslow pyramid, the standard of life means the degree of population needs satisfaction. The standard of life of the population in the country is connected with people prosperity, accumulation of human capital and the level of human development. In Russia and in the whole world the problem of the population standard of life became drastic during the global finance crisis 2008–2010 and COVID-19 pandemic. The UN in 2020 prepared the rating of countries by standard of life based on the Human Development Index. Today it is quite clear that human potential is becoming the main indicator of social and economic development of mankind. Human potential is a sum total of opportunities, capabilities and resources that each person possesses for self-development, attaining his/her goals and valuable participation in society. It includes intellectual, creative, physical, emotional and social abilities, as well as knowledge, skills and experience, that person can use to resolve problems and overcome difficulties. Human potential is inexhaustible and it can be developed and realized during the whole life. The authors identified problems of shaping and developing human capital in regions of the Russian Federation: ecological and climatic factors, differentiation in income level and quality of education programs. As a result of the analysis a project approach to resolving these problems was proposed.

The aim of the article is to analyze the relevance of the use of human capital in enterprises in the international context. According to the results of the carried out study, it has been found that human capital is becoming a key factor of competitiveness at the international level. The article examines the relevance of the use of human capital in international enterprises and its impact on their competitiveness. Various approaches to the development and training of staff in different countries of the world, in particular in Japan, the USA, Sweden and Germany, are analyzed. Through the analysis of various models of corporate training and staff management, the article highlights the features of each country and the most effective practices. In particular, Japanese domestic study programs, American corporate universities, Swedish financial well-being programs, and the German dual education system are considered. A general analysis of approaches to the use of human capital in Japan, the United States, Sweden and Germany indicates a significant variety of methods and strategies used in enterprises in these countries. At the same time, there is some convergence in efforts to improve personnel policy and use innovative approaches to human capital management. Japan and Germany focus on long-term development and loyalty to the company, the United States on flexibility and adaptation to change, and Sweden on well-being and social responsibility. The study highlights the importance of adapting human capital management strategies to the specific conditions of each country and to the particular sector of the economy, with a focus on ensuring high productivity, efficiency and competitiveness of enterprises in the global market environment. The carried out analysis helps to understand how each country adapts to the challenges of the modern labor market and the development of its staff.

The importance of human capital and human development for understanding economics and social relations has repeatedly been proven since the time of Adam Smith. Theories on human capital and human development were conceptualized in their modern form in the USA in the 1960’s to 1980’s. However, in recent decades they have been seriously criticized in scientific literature, primarily due to issues pertaining to how they approach measurement. In this article a critical revision of the main approaches towards evaluating human capital in modern social sciences is conducted. New strategies for measuring human capital and human development include not only a “quantitative” indicator (number of years spent receiving formal education), but also an indicator showing the quality of acquired knowledge and skills. Such approaches provide a possibility to observe the improvement or degradation of human capital outside of conventional formal education, which allows perceiving human capital as embedded in the processes of local social, economic and historical development. This historical rootedness of human capital and human development seems to be of utmost importance for fluid societies in a state of crisis. The prospects for sociologization of the concepts of human capital and human development as well as the potential of life-course sociology for their analysis are discussed. It is suggested to view human capital through a cohort approach lens. The discussion outlines research strategies for studying human capital and human development within the proposed logic.

The aim of the study is to study the transformation of India’s industrial policy and the changing role of human capital during its implementation and transition to a model of selfsustaining economic growth. Since 1947, India’s industrial policy has undergone several significant rotations, while a number of provisions remain relevant today, simultaneously affecting and strengthening the role of human capital. One of the key problems considered in the work is the very high share of unorganized business, which employs, according to various estimates, from 90 to 93 % of the total workforce, which entails both social and economic problems. The methodological basis of the research consists of traditional methods used in this type of work, namely: methods of retrospective, induction, deduction, comparison. The industrial policy implemented in the country since 1948 and its transformation were accompanied by mixed results, not only in terms of economic indicators, but also social ones. The main result of the country’s industrialization was the fact that India was faced with a population explosion, and a serious discrepancy between structural changes in output and employment structure - agriculture still employs the overwhelming share of the country’s population, while the share of the agricultural sector in the structure of GDP is about 15 %. Informal employment remains one of the most significant problems in the Indian market. Despite a number of developed and implemented programs for the transition of workers from informal forms to regular jobs, significant changes have not occurred.

The article considers the complication of social and cultural traumas under the global-local complexity and the transition to the dominance of nonlinear development. One of the types of the contemporary complex traumas is the ‘normal trauma’ that manifests itself as ‘naturally’ occurring fluctuations, bifurcations, gaps, paradoxes and metamorphoses. The consequences of ‘normal traumas’ for the formation of human capital are ambivalent: on the one hand, they deform the existing values and norms, previously acquired important competences and skills, thereby, knowledge becomes unclaimed; on the other hand, they encourage the creation of new qualities of human capital, necessary for adaptation to complex, nonlinearly developing realities. The author focuses on the ‘normal traumas’ of human capital, which are caused by the processes of globalization, rationalization, digitalization and the post-covid-19 consequences. The author argues that ‘normal traumas’ can and should be managed to minimize and overcome their dysfunctional, dehumanizing effects in order to develop new creative and humane components of human capital. To achieve this goal, the author suggests applying the theoretical-methodological instruments of the humanistic digital turn, ‘rediscovery’ of the significance of substantive rationalities and national-local lifeworlds, and introduction of innovative approaches to the formation of human capital under the effects of global-local complexity and nonlinearity. The author makes a conclusion about the need for the national strategy for the formation of human capital and national-cultural answers to ‘normal traumas’, based on the features of the Russian culture.

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Copyright of Public Administration & Civil Service / Memlekettìk Basķaru Ža̋ne Memlekettìk Ķyzmet is the property of Academy of Public Administration under the President of the Republic of Kazakhstan / Akademiya Gosun and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

One of the main trends of the modern economy is the active use by businesses of digital technologies, artificial intelligence (AI), and other intellectual resources. In this regard, the purpose of this article was to detail the components that form the intelligence of a company, as well as the elements of individual intellectual capital (IC), which are most in demand in the intellectual economy. Initially, the work, based on the synthesis of theoretical views on the intelligence of a company, identified its main components, which included the intellectual resources of the company (its IC) and intellectual abilities (on the use of these resources and business positioning). After that, the two main components forming the IC of the company were specified: a) corporate IC; and b) individual IC of employees. The traditional task of the area under consideration is to determine the composition of the company's IC and estimate its value. The study proposes approaches to solving these problems, in particular, options for analytical representation of the cost of an company's IC. Increasing demands for the intellectual content of business, digitalization, and involvement of AI are changing the composition of current requests for the knowledge and skills of employees. In this regard, the possible composition of universal competencies that are in demand in a digital, intellectual environment is considered. Two main groups of requirements that determine the requests for such an employee were identified: the presence of digital hard-skills, as well as developed soft-skills. Next, we considered the elements of individual IC that can ensure the implementation of the noted competencies. The conducted comparative analysis made it possible to determine the two-way correspondence and mutual influence of the universal competencies of employees and elements of their individual IC. As a result, in the model of functioning of the intellectual economy enterprise (in the conditions of current information trends), one of the two main parts of the company’s IC was identified and structured – the relationship between skills and competencies of employees that provide the necessary parameters of the overall individual IC. The conducted research allowed us to comprehensively assess the range of competencies and abilities of an enterprise employee that are most in demand in the intellectual environment.

The aim of the article is to study the evolution of scientists’ views on the category of human capital and to reproduce the genesis of this scientific category. Human capital is considered in the article as a multifactorial intellectual system that explores the emergence, development, formation and improvement under the influence of objective and subjective factors. The article analyzes the history of the development of economic thought and the evolution of the theory of human capital. A study of the system of scientific tools of representatives of mercantilism, the school of physiocrats, classical political economy, marginalism, neoliberalism, neoclassical theory, Keynesianism, institutional school and neo-institutionalism is carried out and the possibilities of its application in the global context of human development are determined. The objective economic, organizational, historical, scientific-technical, social and institutional prerequisites for the formation of the conception of human capital are defined. The conception of human capital is a new socioeconomic paradigm, the basis for the formation of which was the transition from the traditional economic system of development to the modern or innovative system. Within the framework of the theory of human capital, a person is considered through the prism of economic processes: social production, reproduction, economic activity. This was the basis for the rapid formation and spread of the theory of human capital. Objective reality emphasizes the importance of the formation and effective use of human capital, and significant scientific achievements on this issue confirm the long process of evolutionary development and relevance regardless of time intervals. The directions for further research include the development of methods for assessing human capital, in particular on the basis of the Human Development Index, a powerful tool for analyzing global processes and transformations in society.

The research aims to conduct an analytical overview of advanced international practices in identifying gender imbalances in scientific research activities to develop recommendations for Kazakhstan. In the article, the authors examine advanced foreign strategies and approaches, including the establishment of a goal-setting system, policies, and monitoring support programs (i.e., preferential hiring policies, professional development, and incentives for gender equality research). The study analyzes the strategic directions and advanced practices of foreign countries based on the use of the STEM and Gender Advancement indicator matrix, as well as conducting a bibliographic analysis using the VosViewer soſtware. The bibliographic analysis identified the following cluster networks: “Science and Research,” “Gender Inequality,” and “Employment and Gender Segregation.” The research work investigates advanced practices from Sweden, Denmark, Norway, Iceland, Germany, Canada, Australia, Kuwait, Egypt, and Algeria in addressing gender imbalances in the scientific environment. Among the identified practices are mentoring programs, quota allocations, improved research funding, and legislative changes. During the analysis, advanced practices were identified for potential adaptation to Kazakhstan’s conditions in the future.

Entering the markets of Asian countries and developing cooperation with their business structures are important tasks, which makes it relevant to study current trends in economic and management changes in these countries. This work is a review of a book on the Asian experience of digitalization and sustainable development, as well as published by one of the leading international publishing houses. It contains nine chapters, the contents of which are analyzed, summarized and interpreted (where necessary). Basically, the book authors draw attention to the active, but in some places only the initial course of transformations, which not only respond to the current challenges of socio-economic development, but also form fundamentally new ones. The book identifies some features of management practices (at the state and corporate levels) that reflect different approaches to digitalization and acquisition of sustainability, preferred in Asian countries. The inextricable connection of economic and managerial transformations with social development in general is shown. Special attention is paid to the urgent need for personnel (including management personnel) with specific competencies, which has already been encountered in a number of Asian countries. During the review, certain shortcomings of the publication were identified, in particular, the excessive mixing of the “western” and “eastern” visions. Nevertheless, the book is recommended to domestic specialists for a deeper understanding of the economic transformations currently taking place in Asia.

The current state of socio-economic development, characterized by a radical change in the technical and technological paradigm in a globalized world, is marked by new phenomena and processes. In contrast to previous eras, when the formation of new technological methods of production was based on a small number of breakthrough inventions that changed the structure of production, today we observe an avalanche-like development of inventions, the products of which destroy the stability of all spheres of society. Accordingly, all resources possessed by a modern company must meet the requirements of the time in terms of their quality. Under such conditions, not only intellectual capital but also other components, that enable companies to maneuver in their innovative development, become very important. Based on the analysis of modern conceptual approaches to determining the essence of the categories “structural capital” and “intellectual capital”, the article forms the concept of “national structural capital”. The latter is presented as an infrastructure for the formation, implementation and development of national human capital, an organizational and institutional system for the expanded reproduction of knowledge and skills of members of society. For the quantitative measurement of national structural capital, a methodological framework is proposed, which is based on the integral index of national structural capital created by the authors; its components are justified: knowledge & technology outputs, intangible assets, research & development (R&D), knowledge workers, knowledge absorption. Based on the proposed methodology for determining the integral index of national structural capital, its value was calculated for 26 countries for 2018-2020 and the dynamics for the period under study were shown.

The article is aimed at researching the capitalization of intellectual potential based on the analysis of the indicators of the created multi-level model to increase the efficiency of the use of human resources both in individual organizations and in the country as a whole. Theoretical aspects of intellectual capital management, structural components and approaches to its evaluation have been considered and summarized. It has been determined that insufficient attention is paid to intellectual potential as a capitalization resource in modern research, and the assessment of the capitalization of intellectual potential from the point of view of the income approach causes conflicting opinions among scientists. At the institution of systematization of scientific research, its own view on the concept of “capitalization of intellectual potential” has been substantiated and formed. It has been proven that the management of capitalization processes of human resources at the micro and macro levels is a determining factor of economic development, as it contributes to the growth of the value of assets and the quality and well-being of the population. A multi-level model of the process of capitalization of human potential has been proposed in order to reflect the cyclical transformation of human capital in the creation of added value and to reveal the possibilities of improving the management of the process of capitalization of human potential when combining the resources of education and entrepreneurship. It has been established that the level of capitalization of the intellectual capital of Slovakia is several times lower than the level of capitalization of the labor potential, which indicates a decrease in the prestige of education and the need to deepen the knowledge and skills obtained at the level of general secondary education. Based on the results of the analytical observation, a number of negative factors affecting the indicators of the level of capitalization of intellectual potential have been revealed. It has been established that at the global level, Slovakia’s economy has three times less ability to capitalize intellectual potential than most developed European countries, which indicates a much lower level of competitiveness of Slovakia in terms of attraction, use and development of intellectual potential. Strategies for the development of higher education have only a formal nature, which affects the real management of the system, and long-term priorities are not translated into other areas of the functioning of institutions, such as marketing, partnership development and strategic management of human resources. To date, the topic of cooperation between the educational and business sectors remains one of the most controversial and problematic, since the education system, which has been operating for years, has been rather slow in implementing the latest management methods and does not take into account mutual readiness for cooperation. The need to implement and improve cooperation measures between educational institutions, the Ministry of Education, Science, Research and Sports and the business sector is substantiated.

Introduction. The article deals with the conceptual ideas of V.P. Tugarinov about the unity of knowledge and values, which reflect the integrity of knowledge – evaluation – practice. Within the framework of these theoretical guidelines, the results of an empirical study of the human capital of students are presented.Methodology and sources. The methodological foundations of the study are formed as a synthesis of ideas around the essential characteristics of values expressed by V.P. Tugarinov, provisions of the theory of human capital by G. Becker and methodological guidelines for the strategies of the sociological study of values by V.A. Yadov.Results and discussion. The first result is that students recognize a significant connection between the knowledge, skills and abilities acquired at the university with their system of values, which confirms the hypothesis about the relationship between human capital and personality values. The second result is that students-programmers mainly fix the role and importance of knowledge gained in the study of subjects of the socio-humanitarian cycle, which, in their opinion, play the role of a leading principle in the formation of a system of values. Conclusion. The conducted research shows the relevance of the modern reading of the conceptual ideas of V.P. Tugarinov regarding the connections of knowledge with values and further with productive activity. In the study, such connections are identified and characterized in a number of areas and content elements, it becomes obvious that any cognitive activity stimulates and develops the value system of students.

The article discusses the key areas that determine the social differentiation caused by the discrepancy between the educational services market and the labour market. Based on the social statistics data and the results of sociological research the reasons influencing the formation of professional trajectories of young people are investigated and the content of human capital within the framework of the institute of education is analysed. The authors paid special attention to the analysis of the institute which in modern society reproduces the needs of the economic system and strengthens social differentiation, allows an individual to make a holistic choice on the basis of the available educational potential. At the same time, the market of educational services is considered in conditions when supply and demand are separated in time. The search for balance in this market is the result of cooperation between social partners and the efforts of the state.

The paper provides a critical overview of different conceptions concerning positive business reputation formation. Hence, the aim of the study is to explore the impact of organizational behavior on building positive business reputation as one of the main tasks of chief executive offices. This research employed a qualitative method to obtain a comprehensive understanding of corporate reputation as an intangible and critical asset in sustaining business operations, its formation being a challenge of organizational behavior management. The topicality of the investigation problem makes it necessary to analyze the effect of organizational behavior on company’s performance as far as managing business reputation in conditions of growing expectations by versatile stakeholder groups. Among the main determinants of business reputation management risks is insufficient internal and external communication between various functions and structures, with their own, sometimes contradictory, beliefs and expectations. When expectations change and the nature of the company remains the same, the gap between reputation and reality widens and risks increase. No less important is the responsibility of management for the formation and protection of business reputation, as well as the possession of appropriate methods and tools for measuring reputational risk. The issue of a robust causal link between the behavior and reputation of a company becomes even more obvious in the process of developing staff loyalty. A refined synthesis of the literature on the relationship between employee loyalty and organizational performance in the context of risk management highlights various indicators of employee loyalty to the company and organizational performance. However, the problem of managerial levers that can consolidate or improve organizational efficiency requires further research. The results obtained show that employee loyalty is a strategic tool of organizational behavior management to increase the organization's bottom line. This research contributes to staff loyalty management as a process that allows the organization to optimize its human capital, increase the efficiency of the organization performance and the personnel involvement in the work, that is, to form high-level staff loyalty.

Introduction. The relevance of the study is determined by the necessity to optimize the process of reproduction and building up the human capital of the Russian Federation, where the primary place belongs to education. The article discusses the educational strategies of Russian students in the current conditions of transition to the sixth technological mode, when the formation of a learning society and knowledge economy is of particular importance, which requires additional investment in human capital and educational capital in particular. The purpose of the study is to describe the educational strategies of Moscow students as dynamic systems of perspective orientation of an individual, as well as constructing their future life in accordance with a certain plan. Materials and Methods. The empirical basis of the article constitute the findings of the online sociological survey “Students of Russia: civic culture and life strategiesˮ, conducted in April‒May 2022 with an additional representation of the array in Moscow. Having carried out an exploratory factor analysis by the method of principal components and rotation by the Varimax method, the authors identify factors that allow interpreting various educational strategies for choosing a direction of study by students. Results. Comparing the social practices of students in Moscow with those in the regions, identifying the dominant factors in choosing a speciality/academic specialism, the authors identify speciality choice indices that are determined by different factors and lead to studentsʼ adherence to different types of educational strategies: “rationalˮ strategy, “inner circle of trustˮ strategy and “random choiceˮ. Discussion and Conclusion. The study conducted by the authors made it possible to formulate a number of significant conclusions that make a significant contribution to understanding the structure of the social capital of today's youth. The development of the educational capital of the younger generation is an important task in the process of ensuring the development of the entire Russian society as a whole.

The article discusses Singapore’s experience in the formation and development of human capital and social-labor relations. Singapore's successful implementation of policies in the areas of education, health care and the development of social and industrial relations was studied. Among the four major ‘economic tigers’ of East Asia, Singapore is the undisputed leader, as evidenced by key economic indices and ratings. Singapore has steadily improved its economic performance thanks to Lee Kuan Yew’s forward-looking policies and rigorous implementation, and anticipating challenges on many fronts. The President of the Republic of Uzbekistan has identified six key areas of cooperation with Singapore in the near future, which are outlined in the article. There are great prospects for cooperation in the field of education, the development of information and telecommunications technologies, the financial and banking sectors, partnership in the areas of ‘smart nation’ and ‘digital government’ in the field of ‘smart cities,’ digital public services, fintech and artificial intelligence. In this way, Singapore has shown that investment in human capital can pay big dividends, and that nothing is impossible when it comes to technological breakthroughs in the Republic of Uzbekistan.

The article provides analysis of staff provision of the Tula region enterprises, which was conducted by the authors within the frames of sociologic research accomplished in cooperation with the government of the Tula region. On the basis of obtained findings it was shown that the shortage of young and qualified personnel can cause serious risks for the further social and economic development of the region. According to the research, in new fast changing social, political and economic conditions enterprises and organizations in the Tula region are rather optimistic about their prospects concerning HR. In spite of imposed sanctions the level of optimism nearly at all enterprises is high enough. On the one hand, it is a positive factor, on the other hand, it could demonstrate a bit inadequate and hasty assessment on the part of enterprise and organization top management, which requires further analysis, monitoring and control in dynamics. On the turn of 2021-2022 the Tula region did not show a clear trend of workers’ deficit and in current conditions, according to 70% of experts, companies are manned and do not need any changes even in attracting labour migrants from CIS countries to unskilled positions. At the same time small production companies are ready to reduce staff. The shortage of personnel was observed only at education and steel-making organizations. These findings demonstrate both a positive process and new risks, as the absence of vacancies and high competition on the labour market in the Tula region can increase the migration flux among young people to more developed regions, raise demographic burden on the working population and reduce growth and development potential of the region.

The article presents the results of the author’s research aimed at identifying the peculiarities of employment of postdocs, a relatively new labor category for the Russian academic labor market. Due to several difficulties associated with forming a sample of postdocs (difficulty in identifying key persons responsible for the development of postdoctoral programs; direct, but not always justified, refusals to provide data, difficulties in identifying potential respondents due to their occupation of various scientific positions in Russian universities), the “snowball” method was used. As a result, the empirical basis of the study was formed based on the results of an online survey of 44 postdocs. As part of the study, tasks related to compiling a socio-economic portrait of a postdoc based on economic, socio-demographic characteristics and indicators of research efficiency, identifying the characteristics of the employment and placement experience of postdocs, objective factors and individual motives for making decisions in the field of choosing postdoctoral programs were solved, as well as diagnostics of tools and channels for young researchers to search for vacancies. The authors distinguish between types of academic mobility (educational and labor) and consider postdoctoral studies as a promising form of external labor academic mobility aimed at attracting and retaining high-potential young researchers planning a long-term career in the academic labor market.Shifting the emphasis from the inbreeding model of university development (internal labor mobility) to the model of external labor academic mobility of young specialists allows those universities that can effectively manage the flow of academic human capital to receive additional socio-economic preferences and return on investment. There are very few similar empirical studies that analyze the features of the development of postdoctoral institutions in Russia and abroad and are based on quantitative and qualitative data from surveys of direct participants in external labor academic mobility – postdocs, which determines the scientific novelty and practical value of the proposed results.

Talent management is important for organizations, first of all, to gain a competitive advantage. Thehigh demand for talent imposes special requirements on employers at the global and state levels. The identification of factors contributing to the retention of talents within the management process, and testing of the formed model, was designated as the main purpose of the article. The study identified independent variables, such as job satisfaction and engagement to work, and examined how they contribute to the dependent variable, i.e. talent retention. Smart PLS4 and IBM SPSS programs for statistical data processing were used to assess the quality of the model and conduct multi-regression analysis. During the analysis, the task was set to take into account the aspect of differences and gender diversity between age generations, which can influence variables. To perform this task, a significance test was conducted, that is, Anova and Manova analysis of variance. As a result of an online survey of 126 respondents, primary data were obtained. Based on the confirmation and non-confirmation of hypotheses, a number of conclusions have been made. Factors such as engagement and job satisfaction showed a high level of influence on the retention of the necessary personnel in the workplace (70.7%). In order to minimize the shortage and turnover of labor in the labor market, it is necessary to pay attention to an inclusive approach, as it helps to prevent the outflow of talent.

abstractPurpose: is to develop a methodology for zoning and socio-economic forecasting of the state of the northern and arctic territories in order to produce a conceptual framework to ensure their sustainability.Methods: the work is based on the statistical indicators and rating scores of the spatial development of the territories of the Republic of Karelia, indicators of financial statements of companies operating in the region, and other public information about them for 2010-2021. A number of methods of multivariate statistics, in particular, cluster and regression analysis, mapping method and scenario approach were used to analyze the data.Results: the study shows the importance of zoning and forecasting in the design and implementation of sustainable spatial development policy, as well as the need to update and adapt existing tools to new challenges and characteristics of the regions. The methodology of zoning of territories, based on the existing economic relations between actors and the role of human capital in sustainable development was developed. The methodology of mediumand long-term forecasting of socio-economic space, taking into account the mutual influence of adjacent territorial units, was proposed. The methods have been tested for the Karelian Arctic and economically connected territories of the North; a dynamic zoning model has been built. The forecast of mediumand long-term development of this space was carried out with the use of institutional innovations and overcoming of "bottlenecks" by the subjects of management.Conclusions and Relevance: the results obtained can become the basis for the policy of regional development. The paper proposes a conceptual framework of sustainable development strategy for the territories of the Republic of Karelia under consideration. It is shown that one of the fundamental problems of the majority of the northern territories is low human capital characteristics; in this connection a number of institutional changes, in particular, affecting the methodology of calculating social deductions for personal income tax and issuing referrals for targeted training, is proposed. This determines the practical signifi e of the study. The continuation of the work will be the detailing of the policy of sustainable development of Karelia.

The article examines the current state and main trends in the development of Ukrainian households under the influence of russian aggression and outlines the main investment opportunities of households in the post-war reconstruction of Ukraine. The study is aimed at identifying the opportunities for transforming household savings into an investment resource for economic development based on an analysis of the current state of Ukrainian households in the process of post-war recovery. The theoretical and methodological basis of the article was the scientific works of domestic and foreign scholars on this topic. The set aim was achieved by a sequential problem solving using the dialectical, historical, and logical approaches. The investment behavior of households is formed under the influence of many factors. Investment decisions are influenced by internal factors such as the age structure of the household, its financial situation, educational level and the availability of investment skills of household members, etc. The formation of financial resources and investment potential of households is also influenced by macro-environment factors, e. g.: trends in economic globalization, expansion of labor markets, migration processes, etc. Household investment resources will be of strategic importance for the national economy during the post-war recovery. Among the priority tasks that need to be addressed for more effective attraction of household savings (including those with labor migrants) as an investment resource for the recovery and development of the country’s economy are: increasing the level of financial literacy of the population; stimulating the development of the stock market and simplifying households’ access to government bonds and other financial instruments; development of mechanisms for attracting financial resources of migrants and representatives of the diaspora that are considered as investments in the development of local social and infrastructure projects. Taking into account foreign experience, further scientific research is required on the creation of the necessary conditions for the reproduction and development of human capital by households (taking into account demographic changes and migration flows), the growth of household savings (including those with labor migrants) and the development of stimulating mechanisms for their transformation into investment capital for the reproduction and development of the economy of Ukraine at both the State and local levels.

One of the key conditions for the successful development of modern states is human capital. The international approach to calculating the Human Development Index, developed within the framework of the UN Development Program, is unified and does not pay attention to the socio-cultural (ethnic) factor. To assess its significance, the authors of the article carried out a discursive quantitative and qualitative analysis of the "Strategy for the socio-economic development of the Republic of Tatarstan until 2030" and semi-formalized interviews with experts. The purpose of the article: to identify the significance, foundations and meanings of the ethno-cultural component of the human capital of the Republic of Tatarstan and how they are implemented in practice. The results of the study revealed the high focus of Tatarstan on supporting the ethno-cultural component of the region’s human capital. Such a component is considered to be an indicator of the quality and diversity of the cultural life of the people living in Tatarstan. The republican government aims to develop human capital by supporting creative initiatives, motivating the population to build up creative competencies. The positioning of the republic as a region with international peace and harmony is used by Tatarstan to attract highly developed human capital from other regions and investors to stimulate its development.

In recent decades, there has been a dynamic transformation of the socio-economic eco-system, in general and its components in particular. Cardinal changes in the values and motives of economic decisions, the compression of the time continuum of the life cycle of products and enterprises are reflected in the financial and resource market derived from the commodity market. The employer-employee relationship is changing, there are more disagreements, since the requirements of the organization and the expectations of the applicant often differ significantly. Modern employers do not have enough professional competencies of employees, it is important to combine a range of knowledge, skills and personal qualities. The author of this article presents the features of the modern labor market, the results of employers’ research on the demand for specialists. The work methodology is based on scientific research methods of cognition, such as statistical and comparative analyzes, questionnaires and the method of expert assessments, a systematic approach. The study reveals the indispensability of such employees’ qualities as scale and critical thinking, a high level of stress tolerance, the ability to combine the roles of a leader and a team member depending on the task, skills for evaluating large information arrays and digital competencies. The conclusion is formulated about the need for applicants to strengthen not only hard skills, but also to constantly develop soft skills to compete against the challenges of the labor market.

The transition to sustainable development remains an urgent task both at the national and regional levels. For the regions of the Far East in Russia this issue is of particular relevance due to the high amount of natural capital they have and the vulnerability of local ecosystems. In the article on the example of one of the regions of the Far East (Kamchatka Krai) possible directions for the transition to a model of sustainable and balanced development are identified. The purpose of this study is to evaluate alternatives for such a transition using simulation tools. In the course of the work a characteristic of the region was presented with the main components’ assessment of natural, human and physical capital. At the same time the definition of a complex regional balance is formulated as a regional projection of sustainability and a space of opportunities for the optimal use of all types of capital. The complex regional balance consists of ecologicaleconomic, ecological-social and socio-economic components. Based on the language of algorithmic networks, a simulation model complex for sustainable balanced development of the region has been developed, on which a series of experiments has been run. The results obtained make it possible to focus on the preferential development of human capital and on the support of innovation as the preferred option for the transition to a model of sustainability and integrated regional balance.

It is determined that the economic nature of such a phenomenon as recession of any economy always outlines the alternative choice: the model of institutional inertia for the sake of protecting the internal ecosystem of a national economy or changing its configuration for the purposes of transformation and strategic development. It is concluded that the need to overcome the system challenges facing the Ukrainian economy and ensure sustainable development in the current conditions proves the expediency of intensifying the formation of a public system of innovations and, too, of strengthening the strategic scientific and technological forces. By deepening the reform of scientific and technical education, it is necessary to form a system of technological innovations, which considers enterprises as subjects of the innovations, which is market-oriented and provides an in-depth integration of production organizations, universities and research institutions. It is expedient to strengthen support for small and medium-sized enterprises in their innovative activities, to stimulate the commercialization of the results of scientific and technological activities, to form an innovative culture, a culture of protection and use of intellectual property rights. It is necessary to train a large contingent of strategically valuable scientific and technical personnel of the international level, leaders of scientific and technological activities, young specialists in the field of science and technology, to create high-level innovative teams. The creation of a modernized economic system is an urgent requirement due to the need to overcome barriers and the strategic goal of development. It is necessary to put quality first, giving priority to efficiency.

The aim of the article is to analyze the existing approaches to determining the essence of the intellectual capital of an organization and its structure. According to the results of the carried out analysis of interpretations of the category of «capital of enterprise», it is determined that such a capital is considered as resources (financial, material, intangible) that, in turn, form the enterprise’s assets; the accumulated values in the form of fixed assets, intangible assets, marketable securities, inventory assets; the accumulated values both in the form of money and the tangible, intangible and financial components. The results of the further study of the interpretation of the category of «intellectual capital» by domestic and foreign researchers showed the existence of the following basic approaches to the consideration of intellectual capital: as the sum of knowledge of employees that can be assessed and can bring additional profit to the enterprise; as a result of employees’ intellectual work – intellectual products together with resources of the enterprise; as intangible assets of the enterprise; as economic relations that arise in the process of both formation and use of the intellectual resources of the enterprise. The authors draw the conclusion that the category of «intellectual capital» acquires a fairly broad meaning. It includes the human capital of the organization, which is its most dynamic and complex component and provides the basis for the formation of structural capital. In other words, intellectual capital means all the intellectual resources and capabilities of the enterprise, which constitute the source of the future income and represent a factor in terms of the growth of market value. Prospects for further research in this direction are consideration of intellectual capital in the context of its impact on the formation of enterprise potential.

Nowadays, in the conditions of integration and high competition in the world arena, the role of human capital has significantly increased. In this regard, great emphasis is placed on universities, since the realized human capital formed within the walls of higher education institutions determines the main competitive advantages of the economy of the region and the country, possible trajectories of its further modernization and the level of innovative development. Management of the process of formation and development of human capital is a number of specific measures to facilitate the process of transition to the innovation economy and post-industrial society. Development of human capital in the system of higher education in Kazakhstan, taking into account the transition of the economy to the innovative path of development. Within the framework of scientific and practical significance of the work, the authors answer the main research question about what changes in higher education at the global, world-wide and local, state levels affect the formation and development of human capital at present. The authors, analyzing the current global trends in the development of higher education – massivization, internationalization, digitalization and ecosystem transformation of higher education, conclude that to ensure the development of human capital higher education institutions should become drivers of ecosystem development of higher education, strengthening and accelerating the capitalization of human potential. The conditions for the development and formation of quality human capital in higher education institutions of Kazakhstan are the creation of the necessary innovative and entrepreneurial environment, ensuring technology transfer and commercialization of scientific developments, the development of partnerships of HE educational institutions with key stakeholders of the labor market: industrial partners, public authorities of all levels, organizations of the non-profit sector and public sector, parental community and graduates of the HE system. The value of this study lies in the fact that the authors have identified the conditions affecting the development and formation of quality human capital in higher education institutions of Kazakhstan.

The issues discussed in this article are related to the development of a methodology for assessing the effectiveness of human capital at enterprises in the chemical (petrochemical) industry. The formation of the industry in the future also depends on the qualitative formation of human capital. The purpose of this study is to analyze and assess the effectiveness of human capital in the chemical and petrochemical industries of the Republic of Kazakhstan. There are various approaches to assessing the quality of human capital. The authors of the article assessed the effectiveness of the use of human capital on the example of the chemical and petrochemical industries of Kazakhstan using the Cobb- Douglas production function. In the framework of the study, the authors answer the question of the possibility of building an adequate Cobb-Douglas production function with dynamic parameters using the example of the chemical and petrochemical industries of the Republic of Kazakhstan for 2000–2020. The main characteristics of the production function were calculated, a comparative analysis of the industries was made. During the analysis, problems were identified in several areas of the chemical and petrochemical industries a decrease in labor productivity, a decrease in stock availability, and a return on investments, which has become especially noticeable since 2019. The value of the study is that the possibility of estimating human capital using the Cobb-Douglas function is shown. This methodic can be used not only for the chemical and petrochemical industries, but also for any other industry.

The development of rural areas of the Krasnodar region has to be studied within the framework of the spatial development policies implemented at the federal and regional levels and the features of social and demographic processes in the rural population of the region. The author concludes about significant structural changes in the composition of the rural population of the Kuban, which, due to the inertia of demographic processes, are not yet so noticeable today, but in the future may become irreversible. The author also notes that the development of rural areas in the region, in the presence of several general trends, is characterized by heterogeneity, which requires the development and implementation of spatial development programs considering the characteristics of specific rural areas. In addition, it should be considered that the models used in the implementation of rural development policies should consider not so much the economic component of the village (sectoral model), but focus on the development, first of all, of human capital in the unique conditions of a particular territory (neo-endogenous and territorial models).

The article studies problems of reintegration of social spaces in the conditions of new reality. The concepts of “reintegration”, “digital consciousness” and “human capital” have been interpreted. The concept of reintegration process based on the multiplicative effct of resulting sum of cognitive, axiological, and organizational vectors of social space reassembly on the basis of public support for its digital transformation has been presented. The paper presents assumptions justifying the idea that achieving effctive reintegration is primarily associated with economic development of a territory so it is necessary to form human capital on the basis of digital consciousness. In the modern world, digital consciousness is becoming a dominant cognitive factor as digital technologies are increasingly penetrating our lives and changing the way people interact. However, developing digital consciousness requires continuous learning and skill development. It can be achieved through professional training, self-education, and participation in projects related to digital transformation. Thus, digital consciousness can be considered as a factor ofhuman capital growth that can help people adapt to changing labor market conditions and work successfully in digital economy.

he article presents an understanding of the essence of marketing, taking into account its increased role in the management of employees. The subject of the article is the concept of personnel management and the connection between personnel marketing, human resource marketing, and human capital marketing. The purpose of the article is to analyze the genesis of employees marketing and develop a definition of the human capital marketing concept. Methods of analysis of theoretical sources, systematization and generalization of previously published results are used. The article systemizes the employee marketing elements depending on the concept of personnel management. The author’s vision of the essence of human capital marketing is given. The perception of the organization’s management of people in the organization through the prism of human capital marketing builds an attitude towards employees as internal clients, sources of the company’s assets; candidates for vacant positions are viewered as potential consumers. The article is part of the research conducted by the authors over the past years.

Developing micro, small, and medium enterprises is a significant part of economic development and job creation. Purun and water hyacinth plants are micro-enterprise products that still exist to be cultivated by the people of Hulu Sungai Utara. However, the development of micro and small businesses faces problems that can disrupt the performance of micro and small businesses. The performance and success of micro businesses are influenced by various factors (internal and external). One of the internal factors that affect the performance of micro-enterprises is human capital and social capital; on the other hand, external factors that affect the performance of micro-enterprises are the role of the government (empowerment). The purpose of this study is to analyze the effect of social capital on the performance of micro-enterprises, analyze the effect of human capital on micro-business performance, analyze the effect of empowerment on the performance of micro-enterprises, and analyze the effect of empowerment on social capital, and human capital on the performance of Purun and water hyacinth woven micro-enterprises in Hulu Sungai Utara District. The research was conducted in Hulu Sungai Utara District from February 2023 to May 2023. The micro-business samples in this study are micro-business actors who produce woven products (Purun and water hyacinth woven). The research sampling technique is non-probability sampling using a census technique with a sample size of 70 respondents. The data analysis used is Structural Equation Modeling (SEM) analysis. Social capital does not significantly affect the performance of micro businesses. Social capital is reflected through cooperation, trust, and participation. It is due to the condition of the social capital of artisans who tend to be oriented towards maintaining good relations among woven artisans with suppliers of raw materials and collectors. Human capital has a positive and significant influence on business performance. Human capital is reflected through skills and knowledge. It shows that better skills and knowledge of artisans increase their business performance. Empowerment has no significant effect on business performance. It is because empowerment is still not continuous and has yet to be entirely directed to take advantage of business opportunities through empowerment programs.

The subject of the study is human capital — the most significant resource in the business of organizations, both in terms of cost and value and in terms of impact on the result, and therefore having an increased risk factor due to the potential failures as a result of its changes. There are two principal ways of forming the human capital of an organization: recruitment — attracting candidates from the labor market with the required level of competencies; development — training (retraining) and improving the competencies and professional development of the existing employees. The author proposes to consider the possibility of using a product approach in the work of HR in general and in the process of the formation of the human capital of an organization in particular, to ensure the greatest efficiency and focus on the results through rapid adaptation in the face of sudden unpredictable changes. Considering the applicability of the product approach, the author compares it with the process and project approaches. The relevance of this work lies in the fact that despite a certain interest, of both theorists and practitioners, there is currently a lack of scientific research into the use of the application of the product approach specifically in the field of human capital formation. The purpose of the work is to investigate the possibility of applying the product approach to the process of forming the human capital of an organization from both the theoretical and practical sides, using the example of the largest FMCG (Fast Moving Consumer Goods) companies in the Russian market. Achieving this goal is possible by solving a number of tasks, such as: studying the theoretical base related to the description of the product approach; comparison of the product approach with the most common approaches in the organization of labor — process and project; studying the practical application of the product approach in business in general and in HR in particular. The research methodology is based on general scientific methods: synthesis, analysis, and comparison. The theoretical and methodological basis of this study is the understanding of the conditions of the application of the product approach and its attributes in various business areas. The empirical framework is based on a content analysis of publicly available literature, publications, and studies of consulting companies on the topic of the product approach, available in the public domain. Research results. The results obtained made it possible to explore the possibility of applying a product approach to the process of forming the human capital of an organization using the example of the largest FMCG companies in the Russian market, as well as to develop practical recommendations for transforming the structure and work of the HR department in accordance with the product approach.