кадровый потенциал,
строительная сфера,
занятость,
кадровое обеспечение,
производительность,
трёхконтурная модель управления кадровым потенциалом,
конкурентоспособность,
механизм,
инновационный кадровый ресурс
Abstract
Problem. The article is dedicated to identifying key difficulties in managing the human capital of the construction sector amidst technological transformation, digitalization of production processes, and growing demands for professional competencies of workers. Methodology. The research is based on systemic, resource-based, competency-based, and strategic approaches, as well as methods of dialectical cognition, which ensured a comprehensive study of the state of human resources in construction and the factors determining its development. Within the framework of these approaches, interpretations of the concept of human capital have been studied, and its specifics in relation to the construction industry have been defined. Research Results. Systemic challenges affecting the sector's human resources have been analyzed, including a shortage of qualified specialists, an aging workforce, a mismatch between training levels and the requirements of high-tech processes, and the low attractiveness of the construction sector for young professionals. The specifics of the human capital in the construction industry have been identified, key challenges affecting its sustainability have been determined, including imbalances in its formation and utilization, and the necessity of developing methodological approaches considering modern innovative and technological requirements and digital transformations has been argued. Necessary comprehensive measures for preserving and realizing the human capital of construction have been formed, based on the developed theoretical and applied model of its management, taking into account the specifics of the industry, modern technological challenges, and the need to align short-term project tasks with the long-term development of human capital in this sector. Practical Application. The proposed approaches can be used in the formation of human resource strategies for construction organizations, improving personnel training and development systems, developing advanced training programs, and creating integrated human resource management models in the context of digital changes, which contributes to increasing the efficiency of the construction sector's functioning.
