GENDER ASPECT OF A SYSTEMATIC APPROACH TO SOCIALLY ORIENTED HR MANAGEMENT: PROSPECTS FOR MANAGING THE DEVELOPMENT OF ENTERPRISES UNDER THE INFLUENCE OF HUMAN CAPITAL LOSS
Abstract
The relevance of the study is explained by the sufficiency of domestic enterprises to provide the prospects for their development with high-quality human resources in a situation where the losses of human capital since the beginning of the war have created a shortage of supply on the labour market, in which the gender factor is also traced. It is important to note that the study of the impact of gender on the standard of living of an individual is a recurring theme in numerous research domains. The hypothesis is formalised by taking into account the following. The influence of personnel gender on the motives of professional behaviour can be useful when developing an enterprise development strategy under the influence of human capital risk. Furthermore, it can be useful when updating personnel policies in human resources management systems of human-oriented business. The objective of the present study was to explore the potential for enhancing the efficacy of a systemic approach to socially oriented HR management by leveraging gender-neutral and gender-oriented management initiatives. The investigation further sought to ascertain the viability of such a practice in the context of enterprise development in the face of human capital loss. The research methods employed included content analysis of professional economic literature, synthesis of postulates and paradigms of gender-neutral and gender-sensitive management, and systematization and generalisation of proposals for incorporating the gender aspect into the system of socio-economic personnel management. The research yielded several key findings. Firstly, the areas of sensitivity of the gender factor for various elements of the organisational management system were identified and specified. Secondly, the manifestation of the gender factor in management organisations was generalised. Thirdly, the prospects of socio-economic HR management were developed for managing the development of enterprises under the threat of loss of human capital. Finally, the stages of forming an employer brand on the basis of gender-neutral management were identified and described. The practical value of the proposals in this research lies in the possibility of their integration into the personnel policy of enterprises and personnel development strategies of modern companies that strive to improve their business reputation and create an image of a socially-oriented business that has a sustainable economic effect.
References
Economist Claudia Goldin wins Nobel Prize for tracking American women’s labour participation over centuries, evolution of wage gap. (2023) Available at: https://news.harvard.edu/gazette/story/2023/10/harvard-claudia-goldin-recognized-with-nobel-in-economic-sciences/ (Accessed April 10, 2025).
Libanova E. M. (2023) Henderni vidminnosti na rynku pratsi: uroky Klaudii Goldin dlia Ukrainy (premiia z ekonomiky pam’iati Alfreda Nobelia 2023 roku) [Gender differences in the labour market: lessons from Claudia Goldin for Ukraine (2023 Nobel Prize in Economics)]. Visnyk Natsionalnoi akademii nauk Ukrainy – Bulletin of the National Academy of Sciences of Ukraine, no. 12, pp. 47–60.
Volobuiev M. I. (2014) Henderni osoblyvosti upravlinnia personalom [Gender features of personnel management]. Investytsii: praktyka ta dosvid – Investment: Practice and Experience, no. 14, pp. 77–79.
Zakharchyn H. M., Mykhantsiu O. O. (2019) Henderna polityka u stratehii upravlinnia personalom [Gender policy in human resource management strategy]. Naukovyi visnyk Uzhhorodskoho natsionalnoho universytetu. Seriia: Mizhnarodni ekonomichni vidnosyny ta svitove hospodarstvo – Scientific Bulletin of Uzhhorod National University. Series: International Economic Relations and World Economy, vol. 23(1), pp. 87–90.
Kodatska N. O. (2016) Hendernyi pidkhid v upravlinni personalom [Gender approach in personnel management]. Molodyi vchenyi – Young Scientist, no. 4, pp. 475–479.
Kostiuk I. V., Stadnyk V. V. (2019) Henderni aspekty liderstva u sferi upravlinnia [Gender aspects of leadership in management]. Visnyk Khmelnytskoho natsionalnoho universytetu. Ekonomichni nauky – Bulletin of Khmelnytskyi National University. Economic Sciences, no. 2, pp. 57–61.
Liulov O. V., Pimonenko T. V., Korobets O. M., Osei Owusu Evelyn Kuma, Owusu E. (2021) Upravlinnia trudovymy resursamy pidpryiemstva: hendernyi faktor [Enterprise labour resource management: gender factor]. Visnyk Sumskoho derzhavnoho universytetu. Ekonomika – Bulletin of Sumy State University. Economics, no. 4, pp. 72–80.
Martynets V. V., Sheremet M. D. (2021) Hendernyi pidkhid v upravlinni personalom orhanizatsii [Gender approach in organizational personnel management]. Ekonomika ta derzhava – Economy and State, no. 7, pp. 90–94.
Irtyshcheva I. O., Trushliakova A. B., Trunin A. B., Tubaltseva N. P., Sharova Ye. V. (2020) Sotsialno-psykholohichni aspekty upravlinnia personalom v umovakh pandemii COVID-19 [Socio-psychological aspects of personnel management in the context of the COVID-19 pandemic]. Visnyk KhNAU. Seriia: Ekonomichni nauky – Bulletin of Kharkiv National Agrarian University. Series: Economic Sciences, no. 3, pp. 49–60.
Chkheilo A. A., Tkachenko I. A. (2020) Analiz suchasnykh sotsialno-psykholohichnykh metodiv upravlinnia personalom [Analysis of modern socio-psychological methods of personnel management]. Sotsialna ekonomika – Social Economy, vol. 60, pp. 203–213.
Oliinyk O. S. (2014) Efektyvnist ta sutnist sotsialno-ekonomichnoho upravlinnia personalom spirtovykh pidpryiemstv [Efficiency and essence of socio-economic personnel management at distillery enterprises]. Naukovyi visnyk Khersonskoho derzhavnoho universytetu. Seriia: Ekonomichni nauky – Scientific Bulletin of Kherson State University. Series: Economic Sciences, vol. 9(3), pp. 126–129.
Serniak I. I. (2019) Indykatory efektyvnosti sotsialnoho instrumentariiu upravlinnia personalom v Ukraini [Indicators of the efficiency of social tools of personnel management in Ukraine]. Infrastruktura rynku – Market Infrastructure, vol. 34, pp. 186–192.
Serniak I. I. (2019) Determinanty orhanizatsiino-ekonomichnoho mekhanizmu formuvannia sotsialnoho instrumentariiu upravlinnia personalom [Determinants of the organizational and economic mechanism of formation of the social tools of personnel management]. Ekonomichnyi prostir – Economic Space, no. 145, pp. 170–181.
Serniak I. (2019) Sotsialni merezhi yak zasib pidvyshchennia efektyvnosti sotsialnoho instrumentariiu upravlinnia personalom na pidpryiemstvi [Social networks as a means of increasing the efficiency of social tools of personnel management at the enterprise]. Problemy i perspektyvy ekonomiky ta upravlinnia – Problems and Prospects of Economics and Management, no. 2, pp. 60–66.
Conbere J., Heorhiadi A. (2024) Why SEAM is Management of the Future? Available at: https://lvbs.com.ua/en/news/why-seam-is-management-of-the-future-john-conbere-and-alla-heorhiadi/ (Accessed April 10, 2025).
Conbere J., Heorhiadi A. (2018) The Socio-Economic Approach to Management: Steering Organizations into the Future. World Scientific Book, 188 p.
Cappelletti L., Savall H., Zardet V. (2024) Socio-Economic Approach to Management: Science-Based Consulting for Sustainability. Palgrave Macmillan, 1st ed., 165 p.
Savall H. (2023) Socio-Economic Approach to Management: Treatise Theory and Practices. Information Age Publishing, 1100 p.
