Object of research: the process of employees downsizing and its impact on socio- economic development of regions of Ukraine; Objective: deepening theoretical concepts and further development of scientific and methodological approaches to the management of the employees downsizing and practical advice in this area in the industrialized regions of Ukraine , methods and apparatus : a theoretical synthesis, system analysis and scientific classification - to determine the nature and content of the structural concepts of " downsizing", " turnover ", " management ", " regulation ", statistical analysis - to assess the state of employment in Ukraine , the method of expert assessments - to determine factors internal and external environment of the labor market regions, content analysis - to justify the use of indicators of regional labor markets , cluster analysis - to determine the different levels of mobility groups of regional labor markets and groups of regions in terms of industrial development , the method of multidimensional generalized estimates ( taxonomy ) - for ranking of regions in terms of the mobility of regional labor markets ; SWOT- analysis - to determine the most important for the development of regional labor market factors, correlation and regression analysis - to calculate the degree of impact of downsizing in the industrial development of the regions; questionnaire - for identification of areas of impact of the downsizing on enterprises ; matrix method - for distribution regions in Ukraine in terms of natural and cyclical unemployment; graphical method - for a visual image of the provisions set out the thesis , theoretical and practical achievements: A ring procedural model downsizing management by identifying the relationship between stages of the business life cycle and downsizing process , which consists of four rings and allows use at various stages of the life cycle management programs set downsizing : management turnover (the first ring) , alternative downsizing events ( second ring ), point downsizing (third ring) and lay-offs (fourth ring) , which forms the basis for the justification of the procedure downsizing employees; methodical approach to the assessment of natural and cyclical unemployment in the region , which, unlike existing ones, involves the construction of a matrix of distribution for definite types of unemployment that characterizes the heterogeneity of the distribution of the unemployed by regions of Ukraine and the loss of share of gross regional product with a high level of actual unemployment, the sequence and contents of the downsizing management stages employees of companies industrialized regions, which differs from the existing allocation of two additional phases: the choice between downsizing and its alternatives ; psychological support workers that downsized and remain in business , the implementation of which will ensure the implementation of labor laws to prevent the release mitigate its effects and reduce the number of redundant workers , the concept of ‘downsizing employees’ feature which is based on economic and legal components of the impact on the release external and internal environment and the need to implement the latest legislation , classification methods layoffs by supplementing it theoretically sound and practically meaningful classification features " the degree of rigidity ," which, in addition to existing ones, reveals the " harsh methods " release aimed mainly on the implementation of labor laws , and "soft " methods that take into account not only legal, but also social and psychological aspects of ldownsizing , organizational support regulation as a function of downsizing management , which , unlike existing ones, based on the SWOT- analysis of regional labor markets, regions cluster analysis in terms of mobility and labor market indicators for the industrial development involves identifying risk areas downsizing of employees and their corresponding methods and tools of regulation in industrialized regions, which will reduce the negative impact of existing factors of regional labor markets, research and methodical approach to developing and implementing the strategy behavior of industrial relations in the event of mass layoffs , difference is an additional allocation of functional groups of displaced workers according to the type and provide the necessary assistance that will prepare workers to seek employment or to employ them in expiration of the statutory period of notice the employer of the planned downsizing , the degree of implementation : developing implemented in the practice of " Falbi -Kharkov ", Department of social Welfare Hogan, Kharkiv regional employment center, the educational process , the scope of use: process management downsizing at mezo-and micro- level.
