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RESEARCH CENTRE FOR INDUSTRIAL DEVELOPMENT PROBLEMS of NAS of Ukraine (KHARKIV, UKRAINE)

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Liburkina L. M.

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The Well-Being Strategy as a Tool for Ensuring Sustainable Development and Efficient Human Resource Management in the Modern Environment
Vonberg T. V., Dmytruk S. M., Kozhara V. M.

Vonberg, Tetiana V., Dmytruk, Serhii M., and Kozhara, Veronika M. (2026) “The Well-Being Strategy as a Tool for Ensuring Sustainable Development and Efficient Human Resource Management in the Modern Environment.” Business Inform 4:9510–9510.

Section: Management and Marketing

Article is written in Ukrainian
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UDC 005.95/.96:005.332.1

Abstract:
This study aims to bridge the existing gap between the theoretical recognition of the importance of well-being and the practical absence of systemic strategies in most companies, where well-being initiatives are often chaotic or ad hoc in nature. The aim of the study is to substantiate the essence of the well-being strategy as a tool for ensuring the sustainable development of an organisation, to classify its key elements, and to identify methods for assessing its efficiency in the context of digitalisation and crises. The methodological framework of the study comprises a systemic approach to structuring the components of well-being, a comparative analysis of contemporary models (PERMA, Gallup) and methods for assessing staff psychological well-being, as well as the Deming management cycle (PDCA) as a basis for implementing the strategy. As a result of the study, the authors have formulated a definition of a well-being strategy as a long-term set of management decisions, policies and practices aimed at developing the physical, emotional, psychological, social and financial well-being of employees. The main scientific achievements include demonstrating a direct link between the level of subjective happiness within the workforce and the company’s financial profitability, as well as identifying psychological resilience as an independent component of the strategy, which is critically important for the Ukrainian context during a period of security and economic instability. The scientific novelty of this work lies in the refinement of the methodological framework for assessing the efficiency of well-being initiatives by combining traditional financial indicators (ROI) with value-of-investment (VOI) metrics, which incorporate ‘soft benefits’: employer brand loyalty, innovation, and team morale. It has been demonstrated that a systemic approach enables the transformation of social programmes from a budgetary expense into a factor driving the growth of a firm’s market value. Particular attention is paid to the role of modern technologies, notably artificial intelligence and mobile applications, which provide round-the-clock support, predict the risk of burnout and enable the personalisation of wellness programmes. The study’s findings highlight that the shift from piecemeal benefits to a holistic culture of well-being is a marker of organisational maturity and a key to long-term competitiveness. The practical value of the results lies in their direct applicability by HR departments for the development of personalised well-being programmes based on the combined use of quantitative metrics (staff turnover, eNPS) and qualitative methods (focus groups, interviews). The proposed action algorithm enables organisations not only to minimise losses from absenteeism and stress, but also to create a supportive environment for the full realisation of each employee’s potential, which directly influences revenue dynamics and business stability in turbulent conditions.

Keywords: well-being strategy; employee well-being; human resource management; mental health; psychological resilience; staff engagement; human capital.

Tabl.: 2. Bibl.: 22.

Vonberg Tetiana V. – Candidate of Sciences (Economics), Associate Professor, Associate Professor, Department of Socio-Economics and Personnel Management, Kyiv National Economic University named after Vadym Hetman (54/1 Beresteiskyi Ave., Kyiv, 03057, Ukraine)
Email: [email protected]
Dmytruk Serhii M. – Candidate of Sciences (Economics), Associate Professor, Department of Socioeconomics and Human Resources Management, Kyiv National Economic University named after Vadym Hetman (54/1 Beresteiskyi Ave., Kyiv, 03057, Ukraine)
Email: [email protected]
Kozhara Veronika M. – Applicant, Department of Socioeconomics and Human Resources Management, Kyiv National Economic University named after Vadym Hetman (54/1 Beresteiskyi Ave., Kyiv, 03057, Ukraine)
Email: [email protected]

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