Maksym Slatvinskyi

The article explores how institutional mechanisms for developing human potential have evolved and modernised in the context of rapid digital transformation. The study aims to highlight the urgent need to adapt the institutional structures of HR management in response to the challenges and opportunities posed by digital technologies, automation and evolving labour organisation patterns. The relevance of the topic is determined by the growing demand for digital competencies, the transition to hybrid employment models and the need for collaboration between educational institutions, businesses and public authorities. Methodologically, the study takes a combination of institutional, systemic, and functional approaches to gain a thorough understanding of the dual nature of institutional frameworks – both formal and informal – and their impact on personnel management practices within the digital economy. The article distinguishes between formal institutions, such as legal acts, government regulations, professional education standards and administrative HR procedures, and informal institutions, such as organisational culture, social norms, values and unwritten behavioural codes. It argues that effective personnel development in the digital age requires a combination of these two institutional dimensions: while formal instruments ensure regulatory consistency, informal ones provide flexibility and adaptability. Particular attention is paid to the role of digital platforms, artificial intelligence, and remote working tools in shaping new norms of interaction, performance evaluation, and professional development. Furthermore, the research emphasises the importance of creating an institutional ecosystem that encourages lifelong learning, reskilling, and cross-sector mobility. It also addresses barriers such as institutional inertia, digital inequality, and insufficient alignment between educational content and labour market demands. To enhance institutional adaptability, the paper proposes a set of strategic recommendations, including updating national qualification frameworks, promoting public-private partnerships in education, incorporating digital skill matrices into HR strategies, and encouraging innovation-driven corporate policies. The study's practical significance lies in providing enterprises and HR professionals with guidelines for modernising their institutional environment and human capital development mechanisms. The results could inform labour and educational policies, while also providing a framework for further academic research into institutional dynamics in the digital age.

The contemporary global landscape, marked by geopolitical conflicts, economic disruptions, and technological advancements, underscores the critical interplay between innovative business environments and human security, particularly in wartime conditions. Wartime contexts, characterized by instability, resource scarcity, and heightened risks, pose unique challenges to both economic systems and human well-being. However, they also create opportunities for innovation-driven resilience, where businesses adapt to adversity through technological, organizational, and financial innovations. This chapter establishes the theoretical foundations for understanding how an innovative business environment can strengthen human security in such conditions, with a focus on integrating concepts from economic, technological, and security studies. Drawing on interdisciplinary perspectives, it defines key terms, explores theoretical models, and contextualizes the discussion within wartime challenges, particularly those faced by Ukraine since the Russia-Ukraine conflict began in 2022.

У статті досліджено механізм управління інноваційним розвитком суб’єктів господарювання через формування збалансованого безпекового механізму. Проаналізовано теоретичні основи інноваційного розвитку та визначено значення безпеки для стійкості суб’єктів господарювання. Запропоновано концептуальні основи механізму інтеграції інновацій і безпеки, який поєднує правові, організаційні, економічні та технологічні блоки. Обґрунтовано перспективи використання сучасних технологій та адаптивних підходів в межах інтеграційного механізму

The purpose of the article is to study the role of digital educational platforms in the development of human resources of organizations, to determine their effectiveness and to identify opportunities for optimizing the processes of training and professional development of personnel in the context of digitalization. The relevance of the topic is due to the growing importance of continuous learning in the context of rapid changes in technology and increasing requirements for the professional skills of employees. The study uses a comprehensive approach, including literature review, comparative analysis of modern educational platforms, and system analysis methods to study the effectiveness of their use in corporate training. The author examines different types of digital platforms, classified by functionality, access format, industry focus, level of interactivity, and certification. The author describes in detail the advantages of platforms such as Coursera, LinkedIn Learning, edX, Moodle, as well as the prospects for their use in employee training to acquire practical skills, improve qualifications and obtain credentials. Particular attention is paid to the advantages of using digital educational platforms, such as availability of educational materials, interactivity, individualized approach to learning, saving time and resources, and development of independent knowledge management skills. The author emphasizes the current problems of integrating digital platforms into the HRM system, in particular, barriers related to cybersecurity, employee resistance to change, insufficient digital literacy of users, and technical limitations. The author highlights that the successful implementation of platforms requires the synergy of traditional teaching methods with the latest digital tools. The results of the study confirm the importance of digital educational platforms as a tool for ensuring continuous learning, developing modern skills, increasing labor efficiency and competitiveness of organizations in the market. It is concluded that the digitalization of educational processes contributes to the creation of flexible and adaptive learning models that meet the requirements of the modern environment. The practical value of the article is that the results can be used by heads of organizations, HR managers and developers of educational platforms for optimization of corporate training processes, increase the efficiency of personnel development and building a strategy for long-term management of human resources.

У статті науковий пошук спрямовано на дослідження нових стратегій управлінських рішень, орієнтованих на розвиток кадрового потенціалу в умовах кризових викликів. Встановлено, що управлінські рішення у сфері освітнього менеджменту нині впроваджуються в умовах фінансових обмежень, відповідно подальше якісне функціонування системи освіти та її стратегічний розвиток, в умовах кризових викликів, вимагає моделювання нової парадигми усвідомленого значення людського ресурсу в національному просторі вищої освіти, що у свою чергу, стимулює пошук нових підходів до реалізації управлінських стратегій у сфері вищої освіти та створення нових нестандартних концепцій управління персоналом в умовах війни.

A comparative analysis of the fiscal policy of Poland and Ukraine has been conducted in the academic paper in the context of its impact on economic development. In particular, the effectiveness of the application of the following instruments of fiscal policy has been compared, namely: state budget deficit, state budget expenditures and their structure, state budget revenues, their structure and tax benefits, as well as state debt policy. The basic advantages of Poland’s fiscal policy over Ukraine’s fiscal policy have been outlined. The attention is focused on the shortcomings of the fiscal policy of Ukraine from the point of view of its impact on economic growth, as well as ways of optimizing fiscal instruments, taking into account the experience of Poland. Purpose: a comparative analysis of the fiscal policy of Poland and Ukraine in order to determine the advantages and disadvantages of its impact on economic development, as well as to outline the vectors of adaptation of the best experience for the national economy. Design/Methodology/Approach: In order to achieve the purpose outlined, the following methods have been used, namely: analysis and synthesis; economic and statistical analysis and comparison; economic and mathematical; generalization. Results. It has been proved that the fiscal policy of Poland is aimed at the development of economic infrastructure and building an economic model of the state based on the manufacture of products with a high share of value added. It has been substantiated that the fiscal policy of Ukraine does not have significant effects on economic development due to the use of such instruments as public debt and capital expenditures, however, the external debt dependence of the state is quite high. Apart from that, it has been proved that the fiscal policy of Ukraine does not increase the level of economic complexity and development of the processing industry through the implementation of tax benefits. It has been proposed to increase the efficiency of tax authorities in Ukraine in terms of combating the shadow economy, boost the share of capital expenditures and raise the level of conversion of public debt into economic growth.

The article focuses on the generalization of the practical experience of implementing of internal and external strategies for higher education quality in European integration context, the development of screening monitoring components to assure effective management in strategic planning of higher education adaptation processes. The article focuses on the importance of European integration processes in the modernization of the higher education quality management system through the implementation of European standards of competitive professional`s training. Furthermore, higher education quality management is the basis for reformatting higher education institutions into competitive educational and scientific centers with powerful personnel potential, modernized material and technical basis, scientific research at high level, involved in the international educational and scientific community. Essentially it is scientists’ conformity in ensuring the higher education quality management model – management via the system of monitoring screenings, focus on the consumer of educational services over demand on the labor market and standardized systems for assessing the higher education institution's activities, clear performance analysis criteria, a systematic approach to achieve given goals and objectives. It is proved that the application of screening monitoring in internal and external strategies for assuring the higher education quality will identify the difficulties and prospects for the educational institution development, will be a prerequisite for improving the educational services quality; will contribute to the predictability of the transformation processes of the educational institution with a focus on the qualitative implementation of educational programs in accordance with European standards of competitive professional`s training.