TRENDS AND OBJECTIVE LAWS OF ENTITIES’ HUMAN CAPITAL MANAGE-MENT

In assessing the effects of transformation and the impact of institutional changes on human capital of businesses in Ukraine, it should be admitted that at the present stage it is difficult to find signs of the formation of industries and economic sectors where intellectual work acts as a dominant factor in economic activity obtaining economic effects and critically determines their existence.The competitiveness of business structures' human capital is formed in the system of coordinates "recruiting-operation." The current system of recruitment for modern domestic enterprises is reduced to recruiting and is tracked by traditionally applicable turnover of stuff indices, which to some extent follow the trend of development in the last period.The key trend is the high stuff turnover caused by:inefficiency of the existing personnel management system of enterprises;loss of human capital in the absence of a rational system of personnel management and work organization, formal human resource management;minor role of material factors in the system of motivation of human capital carriers;inefficiency of involving human potential and its conversion into human capital in the absence of recruitment system;ability to satisfy the needs of businesses in personnel solely through favorable labor market conditions – "the employers' labor market";lack of human capital at the beginning of economic growth and its development into the sustainable growth, non-performance of production and commercial programs under labor market changing conditions into the "employee's market" domination due to lack of adequate recruitment system, personnel management and human resources management.