Ӛзбекстан республикасы жоқары ҩӘм орта арнаўлы билимлендириў министрлиги әжинияз атындағы нӛкис

Литература 
1. Гуржий А., Ломаковская Г., Волынский В. Информационная культура 
школьников. Образование Украины. 2003. №37. С.13-14.
2. Зеленская Л., Агеев Ю., Безуглый В. Компьютерный учебное пособие 
«Физическая география Украины». География и основы экономики в школе. 1997. № 
2. С.21-23.
3. Корнеев В. Компьютерное обучение. Краеведение. География. Туризм. 2002. 
№ 42. С.3-6. 4. Ротаенко П., Самойленко Н., Семко Л. Компьютер в обучении 
географии. Краеведение. География. Туризм. 2003. №12. С.7-9. 
 
INVESTMENT-DRIVEN DEVELOPMENT OF HUMAN RESOURCES 
Z. Zhyvko - Doctor of Economics, Professor Lviv State 
University of Internal Affairs 
O.Voronka - PhD Doctor of Economics, Lecturer Lviv State 
University of Internal Affairs 
N. Yarema - master of Lviv State University of Internal Affairs 
Creating a talent pool in modern companies is one of the main factors of investment 
development of the economy, since the creation of real potential of human labor, 
knowledge and skills that cover the entire company, all employees and each individual 
gradually becomes the most valuable and important asset of the organization. The main 
purpose of forming a talent pool of the company is to provide it with the necessary human 
resources that are able to effectively solve problems and achieve current and strategic 
objectives. 
Such national and foreign scientists as J. Bohynya, S. Brue, A. Grishnova, H. 
Dmytrenko, I. Zhuravleva, A. Kiryanova, A. Kudlay, O. Kuznetsova, O. Levchenko, C. 
McConnell, I. Risina, V. Savchenko, R. Zemska and others made an important 
contribution to the theoretical development of problems of forming, developing and 
evaluating the investment in human capital. 
In the dynamically changing competitive environment, the efficiency of the 
company‘s operations may not be improved without investing in training, development of 
creative abilities of employees and decent remuneration of labour. According to I.V. 
Zhuravleva and A.V. Kudlay, investment in staff development constitutes any action that 
causes the improvement of qualification and skills of employees and thus, of labour 
productivity [2, p. 29]. With the increase of labour productivity, the performance of 
employees will also rise which will become one of the main driving forces for economic 
prosperity of the company. 
Implementation of important and urgent tasks regarding staff development requires 
the attraction of significant resources, particularly financial ones, and investment plays the 
main role in this case. Investing in people means investing in a better future of the 
company. The investment process is considered as investment of both financial resources 
and the time and efforts, that is certain human activities [1, 33]. 
Return on investment in people is expressed in the form of direct and indirect 
tangible (the higher level of earnings, the greater opportunity to participate in the profits 
of the organization, better working conditions, privileges and benefits) and moral 
(satisfaction with the chosen profession, a sense of stability and confidence in the future, 

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98 
etc.) benefits. Investment in human capital is feasible if the current value of future benefits 
is greater than, or at least equal to, the costs [3, p. 208]. 
C. McConnell and S. Brue group all investment as follows: 
expenditure on education (including general and vocational education, formal and 
informal education, in-service-training, etc.). It constitutes the most obvious, the most 
common and probably the most important type of investment in human capital. Education 
makes employees better qualified and more efficient; 
expenditure on health care, disease prevention, treatment, sensible nutrition and 
improving living conditions makes life longer and increases labour efficiency and 
productivity; 
expenditure on mobility, thanks to which employees can move from locations with 
relatively low productivity to locations with relatively high productivity, thereby 
increasing the results of using human capital [4, p. 176].
Apart from the above, in terms of the main assets of human capital, investment 
includes the expenditure on search of economically significant information, educating 
children (investment in future human capital) etc. 
First of all, let us consider the personnel security performance of high-tech industry 
companies, including those engaging in machine building, manufacture of machin ery and 
equipment, manufacture of electrical, electronic and optical equipment, manufacture of 
vehicles and equipment (Table. 1). 
Table 1 
Security Performance of High-Tech Industry Companies in Ukraine 
Y
ea
rs
N
u
m
b
er
o
f 
em
p
lo
y
ee
s 
M
o
n
th
ly
a
v
er
ag
e 
sa
la
ri
es
o
f 
em
p
lo
y
ee
s 
L
ev
el
o
f 
em
p
lo
y
m
en
t 
L
ev
el
o
f 
d
is
m
is
sa
ls
A
rr
ea
rs
i
n
s
al
ar
ie
s 
as
o
f 
Ja
n
u
ar
y
0
1
Employees working in 
conditions of involuntary