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The article provides argumentation regarding the the essence, composition and structure of the ecosystem of human resources of organizations in the contour of human-centeredness. The factors of paradigm changes in the management of human resources of organizations in the third decade of the XXI century are disclosed. Factual data of asymmetries and contradictions in the current state of the social and labor sphere in the global dimension, that become a threat to national security, are presented. The main drivers of the global economy have been allocated as evidence of the unattainability of social quality standards. The relevance of the ecosystem of human resources of organizations as the main focus of economic activity is substantiated. The understanding of the theoretical construct is revealed and the fundamental foundations of the conceptology of the ecosystem of human resources in the context of human-centeredness are outlined. Within the framework of the genesis, the components and semantic characteristics of the concept of «ecosystem» are highlighted. A comparative parallel is drawn between the ecosystem of human resources of organizations and traditional HR management. The innovations in social and labor relations, also in the in social and labor interaction of economic agents in the ecosystem are defined. The mental model of the ecosystem of human resources as one of the local components of the socioeconomic system and the «product» of economic convergence is disclosed. The actualization of new, non-standard, hybrid forms of relationships and interactions between socioeconomic agents is underlined. Emphasis is placed on the post-industrial type of social and labor convergence. A comprehensive map has been proposed, which clearly reflects the authors? own vision of the structure and component saturation of the ecosystem of human resources of organizations. The primacy and dominance of social policy in a human-oriented society are substantiated. The complex dimension of the human-centeredness model is emphasized and the components of this model are allocated. The authors? assessments of the future of man in the era of digitalization against the background of pessimistic forecasts of the gurus of modern economic thought are presented. The authors express the conviction of the need to establish a new worldview and human-oriented thinking for the sake of a balanced and agnostic perspective of sustainable socioeconomic, including socio-labor, development.

The aim of the article is to develop a science-based practical scenario and argue the content of the main components of grading as a managerial innovation in designing basic wages in high-tech enterprises. The need to improve managerial approaches to forming an effective wage system as a determinant of attracting, securing and using human resources of high-tech enterprises is substantiated. The requirements to the development of remuneration systems in a competitive environment are formulated. The argument for the widespread dissemination of the traditional tariff model of remuneration, which has undergone a deep crisis in the market economy, is given. The need to modernize standard wage systems is noted. The quintessence of the article is the implementation of the theoretical and applied aspects of grading as an innovative approach to remuneration in the management practice of high-tech enterprises with consideration for peculiarities of their human resources and labor processes. It is emphasized that the competencies of the personnel of high-tech enterprises form the prerequisites for ensuring their competitive development. Attention is focused on the fact that labor remuneration, as a component of the complex motivational mechanism of high-tech enterprises, combines management tools that stimulate the manufacturing of high-tech products and high-tech services. A set of factors characterizing the significance of positions in high-tech enterprises is formed, which ensures their correlation with the size of wages. Alternative point factor matrices for assessing the significance of works / positions for high-tech enterprises with the same and different number of levels are proposed. A matrix describing the factors for assessing the significance of works / positions is developed. In the context of the effectiveness of wage systems, the feasibility of combining grading and performance management using key performance indicators is noted. The possibility for providing the differentiation and strengthening of individualization of wages is substantiated.

The aim of the article is the theoretical and applied substantiation of competitiveness of workplaces as a defining feature and component for provision of decent work. The author’s interpretation of the concept “competitiveness of workplaces” and signs of its manifestation in different aspects of social and labor relations are given. Suggestions for improving the methodological structure of the certification of workplaces in the context of determining the components of their competitiveness are outlined. The necessity of implementing a number of measures to create new high-tech workplaces and modernize the existing ones with the aim of bringing their level to the competitive one is justified. The results of analyzing individual indicators of competitiveness of workplaces in the economy of Ukraine for 2006-2015 are presented. It is proved that under conditions of the entry of Ukraine into the European space, the dominant factor in increasing the competitiveness of workplaces is the modernization of the existing ones and bringing them to the level of high-tech and high-performance ones. It is noted that the theoretical and methodological basis for assessing the level of competitiveness of workplaces and determining the directions for its improvement is formed by the concept of decent work and the indicators of decent work deficit that are singled out on its basis.