Sikorskyi Y. Formation of human resources mobility in MNCs.

In our dissertation we conducted the systematic study of preconditions and theoretical principles of human resource mobility in MNCs. In particular, we made a correlation-regression analysis to determine the existence of a linear relationship between employment in the MNCs and factors affecting it. The author also carried out an empirical study of MNCs presented in Ukraine to expand and supplement the results of the econometric model. We used theoretical and empirical methods of research in our work: systemic, comparative and structural analysis, theoretical modelling, interview method and questionnaires. We identified two main forms of job creation through transnationalization: FDI and international outsourcing. The choice of one of them depends on the purpose of creating a business abroad and the optimization of the labour costs. Foreign investment has a particularly significant impact on the quality of migration in the framework of MNCs, specifically by increasing labour productivity, and by improving organizational labour methods under the emergence of new jobs in labour supply regions. The effects of investing for the labour market are heavily dependent on macroeconomic factors in a particular host country, the impact primarily depend on the corporate strategy and organizational structure of the MNC. Our research revealed a significant stable negative relationship between job satisfaction and staff mobility (i.e., the higher level of satisfaction turns in the lower personnel mobility, and vice versa, the lower satisfaction causes the higher staff migration). The empirical examination of our study found the existence of a tight correlation between the number of employed workers in MNCs and FDI affiliates for most of the countries that were the subject of analysis. We have found that Greenfield investment has a greater impact on job creation than mergers and acquisitions. Currently, the regulation of international labour mobility has a tendency to change the overall strategy for managing labour movements. It requires new qualities of an employee, namely theirs adaptability, readiness for changes adoption. We have proposed a comprehensive system for regulating the mobility of human resources in TNCs, consisting of two interconnected subsystems (first - for work with new employees, second – with existing ones). The work on regulating labor mobility in the mechanism is carried out by the Personnel Management Service (HR) and the heads of the structural divisions. The main subject in this process is the Human Resources Management, which focuses on achieving the objectives of the mechanism described above through improved administrative activities, the creation and implementation of new organizational procedures aimed at rationalizing work with the workers.