Nowadays and Future Jobs

Journal Information
ISSN / EISSN : 2544-2287 / 2616-5066
Published by: LLC CPC Business Perspectives (10.21511)
Total articles ≅ 8

Articles in this journal

, , Ruslana Zadorozhna, Leonid Stadnik, Alla Shevchenko
Nowadays and Future Jobs, Volume 2, pp 4-14;

The significant transformation of employment in terms of its quantitative and qualitative characteristics is a hallmark of the current labor market. Some labor market segments differ in the market condition, growth rates, and the mechanisms of adaptation to change. This article aims at analyzing employment trends in the domestic financial sector in the context of global labor market trends. The research is based on methodological approaches to the employment study of the International Labor Organization and the information of the State Statistics Service of Ukraine. The study found out that in the pre-crisis period, employment in financial activities increased at a faster rate than other types of economic activity. However, after 2008, the trend has reversed. The concentration ratio of employees of the financial and insurance activities in the capital and in economically developed regions is moderate and steadily increasing. A decrease in the intensity of vocational training and advanced training is the negative aspect of the crisis processes in the Ukrainian financial sector.
Nowadays and Future Jobs, Volume 2, pp 15-16;

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International license, which permits unrestricted re-use, distribution, and reproduction in any medium, provided the original work is properly cited.
Frans Hikspoors
Nowadays and Future Jobs, Volume 2, pp 1-3;

Dying for a Paycheck: How Modern Management Harms Employee Health and Company Performance – and What We Can Do About It. Jeffrey Pfeffer. New York, New York: Harper Business, 2018, 272 pp., ISBN 13: 978-0062800923 Why isn’t there a sustainability plan for humans in their workplace? Almost every serious multinational company has a sustainability policy concerning the environmental pollution. Companies are obliged to make EIR (Environmental Impact Reports). However, when it comes to the human resources, no policies are set into place to protect the physical and mental wellbeing of their employees. If there are attempts made to ban toxic products and processes, why isn`t there a protection against toxic management systems?This is one of the challenging questions Jeffrey Pfeffer presents in his latest book “Dying for the paycheck”. No, there is no error, the title indeed is “Dying for the paycheck”. Pfeffer explains his provocative title in an interview with Dan Schawbel: “Two colleagues and I estimated that about one-half of the 120,000 excess deaths from workplace exposures annually was preventable” (retrieved from Dan Schawbel personal branding blog: These numbers are being put into perspective by comparison to 27 European countries and Pfeffer’s conclusion is that by estimate, 60,000, or half the death, and about 63 billion, or one-third of the excess costs, might be preventable (Pfeffer, chapter 2, page 6).
Oksana Zakharova, Ella Pridatko
Nowadays and Future Jobs, Volume 1, pp 37-47;

One of the most effective instruments for stabilizing Ukrainian national economy might become increasing the level of competitiveness and profitability of enterprises’ industrial and economic activities, especially in the industrial sector. To demonstrate a positive change, it is advisable to create conditions that could facilitate implementing advanced technologies for rational use of all types of resources at the level of an enterprise, with staff being the key resource. That is why tendencies of accumulating human capital and the prospects of its strategic development will depend on the degree of efficiency with which management organizes work on the implementation of staff formation procedures. At the same time, the effectiveness of personnel formation processes is influenced by a significant number of factors, which may be external and internal by nature, which perform transformational impact on all spheres of the enterprise’s activity, and which may bring both positive and negative consequences. At the same time, companies do not always have at their disposal effective tools for adjusting the consequences, and even less often do they have instruments to cope with these effects so as to benefit from them. Therefore, efficiency and promptness of managerial decisions on preventing negative consequences and increasing the positive impact will depend on the degree of thoroughness and aptness with which the indicated factors can be established, which would further facilitate objectivity, rationality and practical feasibility of the strategy adopted by the enterprise.
Natalia Podluzhna
Nowadays and Future Jobs, Volume 1, pp 29-36;

Achievements of economics of knowledge (EK) on regional and national level are only possible through active application of information and communication technologies (ICT) in production and commercial activity of enterprises. It is on the basis of new technologies used in business that the processes of generation, accumulation, utilization and diffusion of knowledge are accelerated among enterprise personnel and partners, additional opportunities are provided for their economic and intellectual development, and innovation prospects are opened with the development of e-strategies. The purpose of the article is to determine the tendencies concerning ICT application processes in enterprises’ production and commercial activity that favor the formation of economics of knowledge in the country and its regions. The object of the study is the activity of Ukrainian business and the processes of information and communication technologies within it. In order to achieve the stated purpose the methods of integration and grouping of statistical data, and also of generalization and logics, as well as tables and graphic materials are used in the article. Such methods allowed to identify tendencies in the processes of informatization and computer business, personnel attraction to advanced technologies, to use local and wide-scale corporative nets, to apply Internet network and social media for production purposes, to master technical skills by personnel for the sake of the opportunity to spread information and communicative technologies in all kinds of activity of enterprises. Based on the defined tendencies and peculiarities of information and communication technologies, the various measures are proposed in order to increase their application effectiveness to promote the quick formation of economics of knowledge in the country and its regions.
Andrzej Kozina, Agnieszka Pieczonka
Nowadays and Future Jobs, Volume 1, pp 14-22;

The paper aims at characterizing specific type of negotiations, i.e., the ones conducted within a turquoise organization, which is a new, specific model of the functioning of modern institutions. Firstly, an organization of this type was described as both negotiations environment and party. Secondly, the features of turquoise negotiations were discussed in the frame of their different interpretations, i.e., as a process, a method of conflict resolution and reaching agreement, interdependence of the parties, and processes of decision making, communication, mutual exchange and value creation. Thirdly, a case study was presented concerning sales negotiation of turquoise nature within a company from IT sector. The summary comprises a synthesis of the features of turquoise negotiations and indicates the directions of further research.
Katarzyna Zięba-Olma
Nowadays and Future Jobs, Volume 1, pp 23-28;

The issues raised in the article are very relevant, due to the growing costs of recruitment for hiring managers. The object of the article is also important due to need to improve the level of knowledge of recruiters, which unfortunately is still imperfect. As a result of the research, it was discovered that the majority (75%) of recruiters do not have sufficient knowledge about the industry in which they recruit a manager, don’t take into consideration the individual needs of organizations seeking managers with special skills, for instance, in the field of innovation management - the use of modern technologies. The aim of the article is to assess the effectiveness of recruitment for hiring managers. The main attention is paid to methods and tools used by the recruiters, evaluation of recruiter performance, following the subjectivity of the recruiter during the candidate’s assessment, incompatibility of the organization and the candidate in terms of remuneration, length of breaks between individual stages of recruitment and their impact on candidates. The methodology of the study includes analysis of relevant literature, desk research and the research method – anonymous survey.
Nowadays and Future Jobs, Volume 1, pp 6-13;

The born-digital youth are likely to experience substantial career uncertainty despite their apparent preference for work engagement. Today’s high unemployment rates, fierce global competition, growing labor automation, and enduring social inequalities create a somewhat uncertain and risky professional reality. How do digital natives deal with professional uncertainty during their transition from the safety of the university environment to the uncertainty of business? While a great deal of research has explored how recruiters use social media to review job applicants, less is known how digital natives use social media in seeking information to increase their employment prospects. The objective of this exploratory study is to contribute to the existing literature of critical studies on youth transitions from education to work. Primarily, a discussion of the characteristics of the new breed of job candidates who are born and raised digital is performed through a secondary literature review. Also, the current review paper provides suggestions for future research to better understand digital natives’ attitude to cope with occupational uncertainty. This paper argues that social media has the potential to reduce uncertainty and to offer unique occupational opportunities through online personal branding.
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