ІННОВАЦІЙНА ЕКОСИСТЕМА РОЗВИТКУ ЛЮДСЬКОГО КАПІТАЛУ ДЛЯ ПІДВИЩЕННЯ КОНКУРЕНТОСПРОМОЖНОСТІ ТУРИСТИЧНОГО КЛАСТЕРА

Abstract

The article finds that in conditions of permanent crisis, the tourism sector's ability to adapt, generate innovation, create competitive advantages, and effectively use human capital becomes a decisive factor in economic stability and post-war recovery. The problems of infrastructure destruction, mismatch of personnel skills with business needs, low level of innovative activity, and insufficient digital literacy of personnel require the formation of an innovative ecosystem for human capital development, which consolidates the efforts of business, state, education, and the public in the direction of human potential development. The aim of the article is the theoretical and methodological substantiation of the conceptual model of a cluster innovation ecosystem to ensure the development of human capital in tourism and increase the competitiveness of the tourism cluster under martial law and in the post-war recovery period. The study is based on systemic and ecosystem approaches. The research used bibliometric analysis methods (based on Scopus and WoS databases for 2015–2025) to identify five clusters of scientific research; meta-analysis and synthesis – to generalize theoretical approaches (from classical management to ecosystem management); structural-logical modeling – to develop a conceptual model; tabular and graphical visualization of the results. A bibliometric review was conducted, which showed an insufficient number of publications at the intersection of the "ecosystem of personnel development in the tourism sector" (51 in Scopus, 30 in WoS), confirming a scientific gap in its implementation. The evolution of theoretical and methodological approaches is summarized – from theories of classical and administrative management to the concepts of human capital, competency-based and ecosystem approaches. A conceptual model of a cluster innovation ecosystem has been developed, which includes four interconnected subsystems: educational and developmental (dual education, industrial hubs, life-long learning); technological and digital (LMS, VR/AR, AI analytics); institutional (regulatory environment, tax incentives, cluster councils); entrepreneurial and innovative (accelerators, startups, hackathons). There, from theories of classical and administrative management to the concepts of human capital, competency-based, and levels of model implementation have been identified (national, regional, business entity level), and HR management digitalization tools have been systematized (HR engineering, recruitment, motivation, training, assessment, onboarding, communications, etc.). For the first time, a conceptual model of a cluster innovation ecosystem for human capital development in tourism has been proposed, which, unlike existing fragmented approaches, integrates educational, digital, institutional, and entrepreneurial subsystems in a single cycle of "education – professional development – knowledge exchange – innovation – digital transformation". The theoretical and methodological basis of HR management has been improved by systematizing the evolution of approaches and identifying the specifics of their application in the tourism cluster. HR management digitalization tools for the tourism industry have been further developed to meet the needs of human potential development in the tourism cluster, with both theoretical and practical significance. Further research should focus on quantitatively assessing the effectiveness of the proposed model and testing it on specific tourism clusters in Ukraine.