Ekaterina Alexandrovna Ugnich

Introduction . An economic-mathematical model of human capital development is an essential tool for managing a human capital of the enterprise. Existing models do not take into account the complex dynamics of such factors as training intensity, competence depreciation, introduction of new technologies, and worker mobility. Consequently, there arises a need for an economic-mathematical model of labor resource reproduction that provides a comprehensive picture of their current state and future parameters. The objective of the study is to develop a dynamic economic-mathematical model of the reproduction of human capital of enterprises, taking into account the key factors of its transformation, and to empirically validate it using data from Russian enterprises. Materials and Methods. Based on a theoretical analysis of the factors affecting the reproduction of enterprise human capital, these factors have been formalized to construct a dynamic economic-mathematical model. Logistic models are employed to describe the dynamics of human capital development, wherein the rate of growth is determined simultaneously by the internal management decisions of the enterprise, structural losses due to competence obsolescence, and the external competitive environment. Given the difficulty of obtaining corporate data to validate the developed model, the authors utilized survey results from engineers at three machine-building enterprises ( n = 617). Following the processing of the survey data, estimates were derived for the coefficients α and β, which characterize the intensity of artificial intelligence (AI) adoption and implementation. Results. To model competitive dynamics for a group of enterprises within an industry, a system of interconnected ordinary differential equations (ODE) has been formulated. It is shown that calibrating the presented dynamic model at the enterprise level requires data that include HR metrics, such as the intensity of training and artificial intelligence adoption, as well as mobility and attractiveness parameters linked to remuneration and workforce flows. A numerical experiment based on the proposed dynamic economic-mathematical model was conducted to generate a five-year forecast of human capital dynamics for three machine-building enterprises ( N = 3). Three scenarios reflecting labor resource dynamics are presented: 1) without inter-firm interaction; 2) accounting for the impact of wage differentiation; and 3) accounting for varying levels of activity in corporate compensation policies. The results confirmed the presence of a saturation effect for Scenario 1, the pronounced impact of labor market competition on human capital dynamics for Scenario 2, and the significance of training intensity and AI technology usage — factors that can even partially offset the adverse effects of the competitive environment in Scenario 3. Discussion. The proposed model of human capital reproduction is based on a system of ODE, providing a holistic and internally consistent description of how this resource evolves within an enterprise under the influence of investments in employee training, adoption of AI technologies, and changes in the competitive environment. The results of model testing across three scenarios for three enterprises align with the findings of other studies. In particular, the saturation effect at the enterprise level in the medium term is confirmed, as well as the positive impact of wage growth, increased employee training, and adoption of AI on the development of human capital (specifically, for organizations with a low initial level of it). Conclusion. The authors propose an approach to modeling enterprise human capital reproduction amid the rise of AI technologies. The approach is based on the premise that employee competencies are formed and lost over time under the combined influence of training, technological renewal, and inter-firm mobility. This economic-mathematical model describes human capital dynamics as a nonlinear process of bounded growth relative to a fixed industry frontier, which provides comparability of enterprise parameters. A numerical experiment involving three enterprises has demonstrated the model practical interpretability and the importance of jointly accounting for the above factors.

Актуальность исследования обусловлена обострением проблем кадрового дефицита и старения рабочей силы, с которыми столкнулись многие предприятия реального сектора экономики. Показана значимость встраивания «концепции успешного старения на рабочем месте» в систему управления человеческим капиталом предприятия. Цель статьи - выявление перспективных направлений управления человеческим капиталом работников старшего поколения промышленных предприятий. Теоретическую основу исследования составляют труды отечественных и зарубежных авторов, посвященные «успешному старению на рабочем месте», межпоколенческому взаимодействию и управлении человеческим капиталом предприятия, в целом. Для достижения поставленной цели использовался анализ литературы, логический анализ и синтез, которые позволили комплексно исследовать подходы к развитию человеческого капитала работников старшего поколения на предприятиях. Эмпирическую базу исследования составили данные анкетирования работников крупного машиностроительного предприятия разных возрастных групп, включая старшее поколение (старше 60 лет). Результаты исследования показали одинаковую значимость формального и неформального обучения для работников старшего поколения и других возрастных групп. Анализ современных практик отечественных предприятий подтвердил важность не только сохранения человеческого капитала работников старшего поколения, но и его развития. Показана важность межпоколенческого взаимодействия, в том числе за счет прямого и обратного наставничества. Даны рекомендации по развитию человеческого капитала предприятия, связанные с обеспечением преемственности поколений, трудового благополучия, образовательной поддержки работников старшего поколения.

Purpose: to determine the characteristics and factors of a sustainable career of an engineer in the reproduction ecosystem of an enterprise’s human capital. Methods: this study is based on the socio-cognitive theory and the ecosystem approach, which form an idea of the components of a sustainable career of an engineer and the factors of its development. In order to confirm the theoretical positions, an empirical study was carried out, which is based on the decomposition method, questionnaires, and the correlation analysis. Results: the article reveals the features of a sustainable career of an engineer and possibilities for its development in respond to the challenges of socio-economic growth caused by the short-age of personnel. The article presents the indicators characterizing a sustainable career, indicating the employee's satisfaction with it while maintaining a balance between work and personal life, ensuring health at the required level, and increasing labour productivity with high career potential. The characteristic of three groups of factors influencing the sustainable career of an engineer is given. Directions for developing the reproduction ecosystem of an enterprise’s human capital are proposed in accordance with each of the three groups of factors influencing the sustainable career of an engineer. Conclusions and Relevance: the peculiarity of a sustainable career is that it is considered through the prism of subjective assessment, and its key indicators are maintaining and strengthening health, maintaining a work-life balance, ensuring high labour productivity and developing career potential ("happiness", "health", "productivity"). A sustainable career is significantly influenced by groups of the enterprise’s factors, development and individual characteristics of employees. The ecosystem of reproduction of the enterprise’s human capital plays an important role in the development of a sustainable career for its employees, since as a part of the association of the enterprise, initiating its creation with educational and scientific organizations, employees gain access to new specialized knowledge and skills, and expand professional social ties.

It is of great importance to recognize the potential of humanity at the national level and to strive to realize it in order to achieve sustainable development goals. The paper attempts to shed light on the features of human potential and human capital in BRICS countries through the lens of sustainable development goals. Furthermore, it illustrates the interconnection between human capital and economic growth. The Human Potential Index (HDI) and Human Capital Index (HCI) are presented as key indicators of human capital development and human potential in BRICS countries. We would like to respectfully propose a potential link between these indices and sustainable development goals. The research is based on an analysis of the relationship between the HDI and HCI, as well as the HCI and GDP (PPP) of the BRICS countries in 2024, with a view to identifying potential areas for further investigation. The results of the analysis indicate a high correlation between the level of development of human potential and human capital, with a Pearson correlation coefficient of 0.84 for the HDI and HCI of BRICS countries. The analysis, which is based on the con-struction of a positioning map, has allowed us to propose a tentative division of the BRICS countries into three groups. It would be fair to say that three countries (UAE, Saudi Arabia and Russia) are in a relatively privileged position in terms of their NSI and GDP (PPP) per capita. The group of countries with relatively low GDP (PPP) per capita and high HCI includes two countries: China and Iran. The group with low levels of both HCI and GDP (PPP) per capita includes the remaining five BRICS countries. The presented cross-country analysis could potentially serve as a tool for identifying potential avenues for human capital development, economic growth, and inter-country cooperation of the BRICS countries in the context of achieving sustainable development goals.

Introduction. In modern conditions of rapid scientific and technological development, the training of highly qualified personnel is one of the most important tasks for most countries of the world. In this regard, it is of interest to study productive forms of interaction between education and the real sector of the economy. The aim of this research is to study the content of the vocational educational, to identify its features and development prospects. Methodology and methods. Systematic and comparative analysis was used to study the characteristics and significance of the vocational education ecosystem. In order to assess the influence of the vocational educational ecosystem on the formation of human capital of the enterprise that initiated its creation, two groups of its employees (30 people each) who received vocational education in educational organizations of the vocational-educational ecosystem and in other organizations were interviewed. In order to assess the impact of the vocational educational ecosystem on the development of human capital, a survey was conducted of 95 enterprise employees with higher education and experience from 3 to 25 years. The method of group assessments, questionnaires, and the Mann-Whitney U-test are applied Results. Analysis of the literature made it possible to identify the educational ecosystem as a special socio-economic ecosystem that has systemic characteristics, but has its own characteristics, expressed in the specificity of the goal, the presence of a special composition of key stakeholders and non-hierarchical connections between them. Using the example of the vocational educational ecosystem of a large machinebuilding enterprise in the Rostov region (Russian Federation), its specificity and importance for the enterprise are shown. A survey of industrial enterprise workers who received education in educational organizations of the vocational educational ecosystem and other educational organizations showed that the average period of professional adaptation for the first group was about 4.9 months, and for the second group – 9.9. Similarly, satisfaction with the practical skills acquired during the training process differs between the two groups of respondents. To assess the period of professional adaptation U = 75 at p < 0.01, to assess satisfaction with practical skills U = 264 at p < 0.01. 71.6% of surveyed enterprise employees at the second stage noted that over the past year they received new professional knowledge from employees of the academic sector. Conclusion. The key advantage of the vocational educational ecosystem is the pronounced practice-oriented orientation of training and the reduction of the period of professional adaptation of graduates, as well as the availability of opportunities for interaction between enterprise employees and representatives of universities or scientific organizations to resolve professional issues.

   Purpose: is to reveal the peculiarities of government policy aimed at building human capital in high-tech industries.   Methods: this research is based on a systems approach; decomposition of human capital in order to identify systemic gaps in its formation; qualitative (traditional) analysis of government programs and projects; a comparative analysis of the directions of Russian government policy and some leading countries in the field of high technologies aimed at human capital development.   Results: the essence and structure of the organization's human capital are considered based on the stages of its reproduction, as well as from the position of its expanded interpretation. Systemic gaps in the formation of human capital of high-tech organizations have been identified, including gaps in the formation of individual and corporate human capital, as well as in the institutional and infrastructural support for its reproduction. The features of Russian government policy aimed at the formation of human capital in the high-tech sector are shown, in comparison with the policies of a number of foreign countries. The role of government programs and projects (“Priority2030”, “Professionalitet” and “Advanced Engineering Schools”) in overcoming systemic gaps in the formation of human capital in high-tech organizations is outlined.   Conclusions and Relevance: the performed analysis showed the presence of a wide range of government policy measures of a number of countries that occupy leading positions in the field of high technology, aimed at developing human capital in the high-tech sector. Among them are the development of fundamental science, interdisciplinary and mathematical knowledge, STEM competencies, as well as strengthening the interaction between the academic sector and the high-tech sector. The arsenal of tools of domestic government policy includes a focus on practice-oriented training, the development of digital competencies, advanced training of management personnel, as well as the development of interaction between the academic and high-tech sectors. The federal project “Advanced Engineering Schools” corresponds to the elimination of the largest number of system gaps. At the same time, the systemic gap at the stage of formation of general human capital, which manifests itself in the poor physical and mathematical training of schoolchildren, remains unresolved.

Introduction. Today, there is a heated discussion about the improvements that can be made in engineering education. The education process can be directly affected by new distance learning technologies that are gaining attention since the limitations of the COVID-19 pandemic. In this context, while implementing distance technologies, one must consider special aspects of educational process organization conditioned by the need of practical training of future engineers.Purpose. In our study, we will discover the peculiarities and capabilities of distance technologies in their implementation to the learning process in the context of engineering education dual system.Materials and Methods. We used key provisions of the social learning theory, the diffusion of innovation theory, and the technology acceptance model. The questionnaire method and the Mann–Whitney U test were applied for the assessment of students and teachers of the joint department vision on distance technologies in education. The empirical base was formed on the survey results of senior students and teachers of the joint department, Don State Technical University.Results. We considered the essence of the dual approach in engineering education formed on the direct participation of companies in a learning process. The special aspects of the application of distance technologies in engineering training are described. The specifics of the distance technologies implementation in engineers' training of the joint department during and after the pandemic are reflected. We described the joint department experience in implementing distance learning in the educational process. The special aspects of the implementation of Internet platforms and how they are perceived by students and teachers from the joint department are described.Discussion. In general, engineering students do not have serious problems with the online learning mode or the lack of digital skills. However, they do not want to study only with distance technologies. Therefore, they see the perspective in blended learning.

Purpose: of the article is to develop a methodology for assessing the formation of an enterprise human capital, which is based on the calculation of indices of formal and informal learning of its employees.Methods: this article is based on the key provisions of the theory of human capital. The focus of this research is the specific enterprise human capital. The questionnaire method was used, which allowed assessing the development of the enterprise human capital based on the opinions of its direct carriers – employees representing different professional groups. The index method was used. Based on the calculation of the indices of formal and informal learning, the composite indices of the formation of human capital were determined, reflecting the assessment of the actual learning of employees and the desired state in which they feel the need. Visualization of the obtained results is presented in the form of theperception map.Results: the article presents an improved methodology for assessing the formation of human capital of an enterprise. The assessment of the formation of human capital of various professional groups of employees of the enterprise is carried out. The conducted research has shown that the need for formal and informal learning in various professional groups is differentiated. The essence of the author's position is that one of the most important tasks of the enterprise for the development of human capital is the organization of formal and informal learning of its employees in accordance with the current and future needs of the enterprise itself. The prospects for the development of the enterprise human capital are seen in the development of its vocational education ecosystem by strengthening relationships with educational organizations and other providers of new progressive knowledge, and also by strengthening the relationship between formal and informal learning.Conclusions and Relevance: the approach to the assessment of the human capital development of an enterprise considered in the article allows us to give practical recommendations on optimizing the organization of learning of the enterprise employees. The results of the study can be used by the professional community, including business leaders, to form a strategy for the development of human capital.