Digital Economy and the New Labor Market: Jobs, Competences and Innovative HR Technologies

The article explores new trends that appear on the labor market and affect the structure of employment. The authors analyze the possible competencies that are necessary for graduates of universities of economic and legal specialties, taking into account new professions that will appear in the future. In order to be in demand on the labor market and not to remain without work, students need to engage in self-education and improve not only professional competencies, but also constantly improve their over-professional skills. The system of additional education at universities should be a useful assistant for students and teachers. The authors consider the system of continuing education as a flexible and dynamic structure that allows students to choose the course program themselves.

The research purpose is to develop a socio-psychological model of PR specialist’s image and practical recommendations for the employer on using this model to form the image of a particular profession in the Russian labor market. The main tasks of this work include: identifying key components of the image of a public relations specialist and perception features of the specialty “public relations” by the method of a private semantic differential; reducing key variables and identifying factors that influence the formation of the image of a public relations specialist; building a socio-psychological model of this image. The methodological basis includes analysis, synthesis, schematization, abstraction, categorization, as well as empirical research methods (document analysis, survey method of particular semantic differential, associative experiment), data processing methods (factor analysis). The calculations were performed in the computer program SPSS Statistics. Factors that influence the formation of the image of a public relations specialist were identified: “wisdom”, “effectiveness”,“sociability”,“Intelligence”, “tact”,“strength”. Based on them, a multidimensional socio-psychological model of the image of a PR specialist was built, where each dimension is one of the perception factors of the specialty in public relations.

This article discusses trends in the Russian labour market which reflect changes brought by digitization, changing gender roles, generational characteristics of the labour force, etc. Special attention is paid to the processes of flexibilization, which, in particular, result in such a phenomenon as “precarious employment”. The authors consider the horizontal career as one of the trends, which allows maintaining motivation and involvement when reaching the “ceiling” of a vertical career, as well as the specifics of working in a remote format and the attitude of employers to this format of work. The conclusions in this paper are based on the data from a sociological research conducted by the headhunting company Kontakt InterSearch Russia in 2019-2020.

This research was aimed at studying the state of state personnel policy in Russia and extrapolating the future state of the country’s labor potential. The objectives of the study were to study the state of the economy and analyze changes in the labor market from the 1990 s, when the socio-economic development of society was slowed down as a result of irrational use of human resources of the country, to the present time, when the labor market is adapting to the market economy. Research methods include comparative, system analysis, abstract-logical, economic-statistical, sociological. The main research results are: analysis of the implementation of the state personnel policy should start from the study of measures developed at the federal level to improve the efficient, ensure of labor resources, the activation of the employment policy, creating a system of state social support for unemployed citizens. The study focused on the Russian Concept of State Personnel Policy, which was developed in 2001. However, the Concept was never adopted. Currently, it is necessary to create a unified legal and conceptual framework for the effective implementation of the state personnel policy.

PR in sports is aimed at creating a positive image of an organization, the reputation of a sports club, or even an individual athlete, as well as to attract public attention to various sporting events and events in the field of sports. Domestic commercial sports is trying to find new sources of funding to facilitate the process of effective development of sports organizations. Among the sources of income for the clubs is implied ticketing, profit from the sale of television rights, merchandise and sponsorships. A set of specialized PR communications and tools is used to attract the attention of a disinterested audience and increase the popularity of a sports organization among fans. These are sports fans who occupy one of the leading positions in financing the activities of a particular sports organization in any country of the world a decade ago and now. Accordingly – the more fans, the better funding for club members, as well as more people who want to work in a well-known and attractive club.

The research purpose is assessing the labor potential of the Stavropol region based on a special methodology. The following components were identified as structural elements of the labor potential: demographic; economic; educational and qualification; psychophysiological; innovative. When calculating the labor potential, the following indicators were used: the total birth rate; the total mortality rate; the coefficient of migration growth (retirement) of the population; the ratio of marriages and divorces; age dependency ratio; employment rate (%), unemployment rate (by ILO methodology, %), labour productivity index, population with money incomes below the subsistence minimum in percentage of the total population, the average monthly nominal wage per employee in the full range of organizations (ruble); life expectancy at birth (years), availability of hospital beds (per 10 thousand people of the population), the provision of population with medical workers (per 10 thousand people of the population), expenditures of the consolidated budgets of the regions of the Russian Federation on healthcare (million rubles); the number of organizations performing R&D, the number of personnel engaged in R&D, internal R&D costs, the innovative activity of organizations and the volume of innovative goods, works, services, etc. The main sources of analysis were official statistic data.

In this paper the results of an ascertaining experiment are presented. The experiment took place in Samara State University of Economics, Russia. The purpose of this study was to determine the individual barriers to technological innovations within higher educational institutions and to find possible remedies that could overcome the resistance to innovation among key internal stakeholders of universities. The methodological approach taken in this study is a mixed methodology based on content analysis of students’ interviews and mathematical statistics. The cohort of students, who previously took part in the distance learning projects, was examined for their negative perceptions of technological innovations. The students’ responses were then analysed and, the factors that could block the innovation were selected. The data analysis revealed the prevalence of non-affective barriers over the affective ones. This study suggests that innovation managers, who are responsible for implementing distance learning at universities, should closely monitor social factors that could block innovative projects, and support sustainable communication process with the internal stakeholders.

The article examines issues of financial support mechanisms for the small and medium-sized business sector in Russia at the level of the entire country and at the level of federal subjects. Special attention is paid to the system of state bodies dealing with the financial development of small businesses in the Russian Federation, including from the organizational and legal point of view. Based on the survey, information about the problems of financial support for SMEs was structured and described. This is important not only for the development of SMEs in general, but also for the development of the country’s labor market. The authors focus on the need to support and bring to a new development level of the country’s economic sector, as well as the development of anti-crisis measures, promoting the growth of the market sector, which determines special attention to issues of SME development support, taking into account the foreign experience.

Nowadays, telemedicine has become an integral part of healthcare. Such services are provided both in Russia and foreign countries. Funding in this area increases every year. The economic and social value of these digital technologies in medicine is widely recognized. The worldwide coronavirus pandemic has only accelerated the implementation of telemedicine technologies and changed the attitude of citizens to online consultations. However, even now there are some problems. The study is devoted to analyzing one of them. The purpose of the study was to highlight the problematic aspects of training and retraining of legal personnel for healthcare institutions that provide telemedicine services. To do this, we have analyzed and summarized the factors that affect the requirements to lawyers who provide legal support of telemedicine services. The article highlights the areas of knowledge, necessary for lawyers that provide services in the field of telemedicine technologies. The result of the research will be the development of a proposal to reform the educational process of training lawyers in the field of telemedicine.

The first half of 2020 has become interesting and unique in terms of the changes that have taken place. The declared pandemic has affected all areas of life in both developed and developing countries, where cases of coronavirus infection have been detected. The labor market, which was previously influenced by factors and products of technological progress, as a result of the manifestation of crisis phenomena was among the vulnerable areas. In this case, crisis phenomena are understood as the adoption of quarantine regimes and general self-isolation, restriction or complete suspension of the functioning of economic entities (small, medium and large businesses). As a result of the impact of many factors, the labor market is transformed, the priorities of popular professions are changed, some of them are “dying”, and some are just beginning to appear, becoming widespread. In this paper, based on the study of expert opinions (labor market) and analysis of information, the trends of the labor market are identified and potential changes in the requests of employers are described, which are interesting for potential applicants to study.

The research purpose is to analyze changes in the labor market based on the needs and values of a new generation of young professionals. The authors consider the theory of generations, changes in the interaction between employers and candidates related to the development of digital technologies, open communications, the application of flexible schedules and remote work. The results of sociological surveys of professional aspirations, career preferences and expectations of millennials are summarized. The list of bonuses provided by Russian companies in addition to wages is formed. The most popular compensations are marked. Priority factors have been established for Russian young professionals when choosing an employer company. It is revealed that opportunities for professional development, participation in innovative projects, flexible working hours that allow combining work and private life (work-life-balance) are more relevant for young people than monetary values and the capital accumulation. An overview of the indicators of a successful career. It is noted that most young people are ready to invest in the own additional professional education, participate in international projects and internships. The issues of attracting young and talented candidates are considered in this paper too.

The article deals with debatable issues related to social consequences of changes in the content of labor caused by the development of socio-economic relations. It is shown that changing the content of labor determines the need to review characteristics of employees and workplaces, as well as the employment process itself. It is determined that changes in the content of labor is a direct challenge to the education system both in terms of content and organization (and especially in terms of resource provision). The author state the emergence of many new questions to the education economics as a scientific discipline and as an element of ensuring the educational production. Additional arguments are presented to support a position, according to which fundamental changes in the modern economy occur under the influence of fundamental shifts in the content of labor. Contradictions arising in the social structure in connection with changes in the content of labor are revealed.

The economic crisis associated with the epidemiological situation in the other countries and in Russia in particular has a powerful impact on the level of employment now, and further, according to analysts, the situation will worsen. The unemployment rate is rising, along with the level of employment falling. The role of small business is not only to maintain balance in the labor market, create new jobs and absorb excess labor, but also to develop the economy and ensure the revenue of the state budget. However, to optimize their costs, employers go into the shadows. This problem has always existed; tax control measures have made it possible to solve it for the formal sector of the economy, though it still remains among small businesses. There is a need to develop, improve the efficiency of employment as well as research and optimization of precarious employment. The paper analyzes the category of “precarious employment” conducting a study of both employment and precarious employment in various businesses, identifies promising areas against precarization of employment. Proposals have been made to determine the category of precarious employment in small businesses, to increase the level of employment in certain sectors over the long term.

The relevance of statistical analysis of demographic development in Russia is due to negative trend of natural rate of population growth, low birth rate, and high mortality as observed in last two decades. A solid information and analytical approach to the study of negative phenomena in demographic development is necessary for development of effective measures and management decisions on different levels to ensure the positive demographic change in Russian Federation. In this work, we study processes associated with the population replacement component in demographic development of Russia. Analyzing the demographic development, we used general scientific and statistical research methods such as: dialectics, comparison, time series analysis, the method of generalizing indicators, the method of multidimensional grouping. Stages of demographic development were identified based on its component analysis and quantitative assessment of the natural population decline replacement. A system of indicators to allow the development of an integral indicator and to characterize the population replacement component of demographic development has been formed. As the result of the study, three groups of regions were formed using the “Pattern” method: having low, medium and above-average demographic development based on the integral estimate ranking of regions.

The purpose of this work is to analyze activities of existing infrastructure facilities that support small and medium-sized businesses in the Russian Federation within the framework of the theoretical paradigm of national projects and state programs, to identify contradictions between the declared goals (tasks) and the actual achieved results, and to justify the role of universities in this process. Universities are considered as scientific and training centers for development of entrepreneurial culture and creation of entrepreneurial spirit. In this regard, the author justifies the need to review existing approaches to the entrepreneurship support, in particular in the youth environment, taking into account functions that higher education institutions implement and their potential in this area.

In the article, the author analyzes a number of controversial issues related to the definition of the essence of inclusive development of territories, its nature, as well as determining the necessary level of centralization of management of the process of inclusive development of the territory. Approaches to determining the territory from the position of inclusiveness of its development are analyzed, the question of the positive and negative impact of growth on the development of the territory in the strategic perspective is considered.

Today, European society actively uses rights and freedoms established by law, including the right to international protection. Due to the growing number of complaints to the European Court of Human Rights (hereinafter - the ECHR), as well as increasing confrontation between national and international legal systems, the research topic is relevant. The research object is relations that arise as a result of violations of human rights and freedoms. The research subject is the international protection of economic human rights. The purpose of this research is to highlight the role of the ECHR in protecting economic human rights in the context of the modern world space development. The authors conclude that the ECHR plays a leading role in the protection of economic human rights at the international level. This is confirmed by the growing demand for the protection of violated economic rights. The activities of the ECHR show certain shortcomings of national legal systems, the need for constant monitoring of this issue, or the adoption of measures to reform a particular institution.

The purpose of the study is to identify the main problems of managing the health and well-being of personnel in the conditions of distance employment and to identify the ways to solve them. To achieve this goal, we defined the following main tasks: to identify the main factors of influence of distance employment on the health and well-being of personnel; to study the practices of management of health and well-being of personnel in organizations; to identify the areas of improvement for the programs of management of health and well-being of personnel. The main problems and the ways to solve them were described as a result of the analysis and generalization of research data from international and Russian consulting companies, expert opinions on the research topic, the experience of Russian companies in managing the health and well-being of personnel, and surveys.

Currently, almost all spheres of human activity are being transformed under the influence of information and telecommunication technologies. The development of the world space market contributes to the emergence of new market segment of the digital technologies and services provision. In order to ensure and develop a clear digital economy infrastructure, it is necessary also to optimize the interaction of market participants in the sphere of space activities. The purpose of the research is to develop an economic model of formation of contract optimal parameters for interaction between the providers and consumers of digital technologies in space industry and to give an overview of the satellite services market state. Accounting the contract nature of space market participants interaction, we apply the basic principles of the contract theory. We present a model of interaction between providers and digital services consumers, which allows to align the interests of each side of contract. We consider the model in terms of symmetric and asymmetric information. We find the optimal menu of contracts that maximizes provider’s profit.

The article discusses the relationship between the concepts of “digitalization” and “employee engagement”, describes the factors that affect the involvement of personnel. Based on the identified relationships, the authors suggest that the degree of digitalization of the enterprise can be identified as a separate factor that determines the degree of employee engagement. The current state of digitalization of the Russian economy at various levels: state, industry, and individual enterprise level is described. The authors conclude that at the moment digital transformation is the most effective way to increase the efficiency of individual enterprises. Further, the mechanism of influence of the digital transformation of the enterprise on the level of employee engagement is described from various sides. The authors also make suggestions on measures to increase employee engagement in the context of increasing digitalization of Russian enterprises.

The article investigates a problem of organizing professionally oriented training in the system “school-university”. The authors identified approaches to the study of the continuity principle and defined their objectives; analyzed the essence of the continuity principle in professional-oriented education in the system “school-university”; specified scientific understanding of the concept of “readiness of high school graduates to continue their education in high school”; justified the structure of school graduates’ readiness to continue their education in a higher education institution and determined the content of its components. The results of the experimental work allow making conclusions that the implemented organizational and pedagogical conditions contribute to increasing the level of school graduates’ readiness to continue their education, successful adaptation in new conditions, and thus provide professionally-oriented training in the “school-university” system.

Today, no one disputes about the prerequisites of digital transformation, because it has already been happening. It would be strange to assume that businesses will be able to work according to the old model, with traditional processes and the same efficiency. Everybody is aware education to be an essential part of the economy, and the degree of education in society is compared with parameters of economic development and welfare of people. The purpose of the research is to improve effectiveness of personnel training/retraining for work in the conditions of digital transformation. The tasks are: to analyze the impact of digital transformation on labor market; justify the need for training/ retraining of personnel for these activities in the context of digital learning; consider stages of training personnel using distance education technologies; analyze participants’ interaction in the educational process. Empirical (observation, comparison), theoretical (analysis, synthesis, modeling) and diagnostic methods (of the condition and causes) research methods were used. The article analyzes the impact of digital transformation on labor market and the trends of the latter’s development; the necessity of staff retraining for activities in digital transformation; the stages of personnel training, and the interaction of educational process participants in distance education.

In the article, the authors analyze the issues of modernizing the system of personnel motivation by using the achievements of digitalization. An example for analysis is the “Digital trade union” project, which is used by trade unions to motivate their staff. The study used methods such as analysis, observation, and comparison. There are three main blocks of motivation, based on which methods of motivation are developed: legal motivation; socio-psychological motivation; material motivation. It is concluded that such a project as “Digital trade union” can significantly affect the system of personnel motivation in the modern world.

The article deals with the problem of Russian education digitalization. The digitalization of all social and economic spheres is a very fast process. Digital changes are like a rapid tsunami. Scientists and specialists in the field of physical culture and sports pay considerable attention to the application of new innovative technologies in physical culture and sports training, including the introduction of new technologies in various educational programs. Currently, most universities are equipped with computer classes, interactive whiteboards and other multimedia equipment; they can use digital technologies and tools for educational purposes. A large number of electronic educational resources, interactive environments, collections of video, audio resources, aggregator platforms, automated information systems, etc. have been developed and successfully used in the education system. The purpose of the article is to study the problem of digitalization of education and personnel support in the sphere of physical culture and sports. Using the example of physical culture, we show options for implementing digital technologies in the training and competition process, as well as consider the transformation of the personnel structure of physical culture and sports in the era of digitalization of society. The paper uses methods of theoretical analysis and generalization of research data.

The article explains the need to use IT technologies in personnel management in the era of digitalization. The basic mechanisms of embedding in personnel management system are analyzed and the basic results improving administrative processes, such as automation of working space of the head, creation of a uniform platform for the analysis of variants of typical administrative decisions in a mode of real time, use of an artificial intelligence in creation of reference norms of work and processes of training and development of talents are characterized. Emphasis is placed on best practices in the application of technology.

The article examines problems of evaluating the effectiveness of personnel management services (departments) of JSC “Russian Railways” branches based on the statistical method. Special attention is paid to the selection and justification of criteria that ensure selective use of data sets for cluster construction. The classification of criteria is analyzed depending on HR metrics. The authors focus on the clustering algorithm, the k-means method. The use of statistical clustering method allows analyzing the effectiveness of personnel management departments of JSC “Russian Railways”. The analysis of HR policy and HR management strategy allowed us to create a set of HR metrics that take into account the main directions of the company’s HR processes. Each department has a specific development, which is explained by the production conditions, organization and management features. However, it is possible to speak about regularities when these features are repeated in the aggregate of services (departments). It is the objectivity of features that helps to distinguish homogeneous groups of services (departments).

In order to strengthen control of the educational programs market by the professional community, the decision of the council on professional qualifications in the field of personnel management, basic regulation for conducting professional and public accreditation of educational programs in the field of personnel management has been adopted. The article reveals the essence and objectives of professional and public accreditation as a necessary condition for achieving the goals of education quality assessment; analyzes the structure of the main processes and groups of participants in professional and public accreditation. The method of conducting accreditation expertise is presented; the features of applying accreditation criteria and indicators are revealed, taking into account the experience of the conducted expertises. An issue related to the implementation of accreditation procedures that require further clarification are highlighted. Based on the work results, groups of tasks for further development of professional and public accreditation were identified, including: 1. normative and methodological development, 2. use of criteria and indicators for assessment of programs, and 3 increasing opportunities for applying its results.

The article reflects the results of the practical implementation of measures to organize the work of the personnel of construction organizations, which were developed and implemented during the spread of the new coronavirus infection (COVID-19). According to the author, the Russian Government has chosen the right strategy to combat COVID-19, and as a result, the damage caused by coronavirus infection was less in our country than in many other countries. To develop a system of measures that have been successfully implemented at a construction enterprise, the author studied the general for all employers and special industry (for construction) regulatory documents and methodological recommendations developed by the authorities of the Russian Federation, Federal Service for Surveillance on Consumer Rights Protection and Human Wellbeing, the Ministry of Health of Russia, the Ministry of Construction of Russia, the Government of Moscow, The Government of the Moscow Region, the Association “All-Russian Non-State Non-Commercial Organization - the All-Russian Industry Association of Employers “National Association of Self-Regulatory Organizations Based on Membership of Persons Carrying Out Construction”, and on their basis a system of organizational and control measures was prepared and implemented into the work of the enterprise, presented in the article.

The purpose of the study is to identify the organizational cultures that have developed in Russian companies and develop recommendations for their targeted transformation in the context of digitalization of the economy. The article presents the study results on identifying the type of existing and preferred organizational cultures in 12 Russian companies of various activity fields and development levels. Based on the results of the analysis of the existing organizational cultures in companies, it was concluded that they are more likely to show signs that do not take into account the system characteristics of the company, changes in the external environment and the influence of competitors. The calculation of correlation coefficients for existing and preferred organizational cultures in the context of digital transformation has shown that a high level of correlation is typical only for a small number of large export-oriented companies. Small and medium-sized businesses are characterized by a low level of correlation between existing and preferred organizational cultures.

The purpose of the article is to substantiate the strategic imperatives of the harmonization of the career dual nature on the basis of the concept of time management. To achieve this purpose, the following research tasks were solved: career time architectonics that allows us to understand its duality has been justified, a methodological approach to evaluating the harmony of a employee’s career based on the concept of time management has been proposed and tested; strategic alternatives to the harmonization of careers based on individual employee choices of an occupation, education, life partner, friends, children, etc. have been systematized. The research methodology is based on the theoretical analysis of the results of scientific works and the empirical data characterizing the size and structure of the employees’ career time at commercial banks in Novosibirsk during six years. The scientific novelty of the article lies in the formation of the author’s conceptual approach to the harmonization of an employee’s career: the author’s interpretation of the career time concepts and career harmony, the essence of the architectonics of career time, a system of indicators for assessing career harmony, justified methodological approach to career harmonization has been proposed and tested.

The purpose of the study is to develop methodological and practical recommendations for the formation of stress competence of customs officials, which involves improving the system of educational work in customs authorities and implementing conflict-related counseling of officials in the performance of personnel management functions in customs authorities. The tasks of the diagnostic stage of the study included the identification of stress factors of the organizational environment of customs authorities, diagnostics of the level of organizational stress of officials, identification and assessment of personnel risks, determining the comfort of the organizational environment and diagnostics of coping strategies of officials (2014–2019). Empirical methods, such as pedagogical experiment, observation, questioning, testing, analysis of products of educational and professional conflictological activity of university professors, methods of quantitative and qualitative analysis of the results obtained and methods of mathematical statistics were used in the study. The results of various sociological studies conducted of customs officials are presented.

The article describes the current state of the smart education system. The directions of the formation of a system of digital competencies, innovative technologies and forms of integration of smart education, as well as the possibility of implementing competencies through the use of “qualified technologies” are analyzed. The problems of using modern digital technologies and the technology of practice-oriented training of university students in the context of the global digitalization of the economy are considered. New digital technologies require innovative approaches and qualitatively different competencies in both business and education.

The article addresses the impact of the internal marketing concept on the policy of companies in the field of personnel management. Authors examine the problem of the importance of personnel as stakeholders through the prism of corporate social responsibility. The sample of companies includes 20 largest representatives of Russian business and 120 regional small and medium enterprises. The study is based on the use of data posted by companies in the form of social and integrated reports, and data obtained by polling a sample of small and medium-sized businesses. The hypothesis formulated by the author that Russian companies increased their share of social support costs and regarded staff members as internal clients has not been confirmed.

The purpose of the study was to identify key trends that determine the structural and qualitative changes in the labor market in a crisis state of the economy after exposure to coronavirus and intensifying business digitalization processes at the same time. In the course of the study, the tasks of analyzed factors that influence the transformation of the labor market in the context of digitalization are considered. The authors identify the problems of training specialists in universities based on the active use of online education tools. Particular attention is paid to the search for optimal tools for the interaction of business and public authorities in the preparation of university graduates in demand for various sectors of the economy. During the study methods of comparison, generalization, grouping, as well as comparative and statistical data analysis are used to reveal the features of labor market transformation in the context of business digitalization. The main result of the authors’ paper is the development of guidelines for the effective interaction of universities, business and public authorities in the preparation of specialists demanded by the labor market who have digital competencies for working in a transforming business.

The article analyzes the trends of digitalization of the labor market in the fourth industrial revolution. In the course of our work, we used empirical (observation, description, calculations and measurement) and theoretical (analogy, comparative analysis, literature analysis) research methods. New specialties and competencies that will be in demand in the future, as well as barriers to retraining of employees, have been identified. The impact of the covid-19 coronavirus pandemic on the labor market is also being considered. On the example of the entertainment industry, the effect of the introduction of quarantine measures is demonstrated. The conclusion is made about the future prospects for the development of the labor market in the conditions of the crisis. A number of anti-crisis measures based on the methods of planned economy are proposed.

Modern research on the labor market in the conditions of digitalization of the Russian economy is being developed. Not only many international organizations, but also domestic ones are actively involved in this process. In 2015, the international labor organization (ILO), together with other international organizations, set the most important priorities for the development of the labor sector in the near and longer term. The scientific novelty of the research consists in a combination of theoretical and methodological principles and practical competencies in the digital organization of an effective Russian economy, which allow for Autonomous monitoring of the quality of labor market management. The results of the research are: classification of challenges of digital transformation of the global, national and regional economy; structured causal relationship of the unstable state of the economy with structural shifts and cyclical recession; the ability to eliminate the causes of the unstable state of the labor market through the use of digital technologies. Scientific and practical significance is determined by a real set of new competencies in labor market management, due to the materialization of the main provisions of the digital organization in Russia.

The influence of the trainer on the athlete, his attitudes and training methods, is one of the key factors in the formation of successful sportsman training. However, in the current rapidly changing conditions of the modern world, trainers, both old and experienced, and young professionals, need to constantly improve and expand their knowledge. Based on the studies of a number of scientists by trainers who regularly attend various advanced training courses, athletes compete more successfully in competitions than specialists who prefer to rely on the knowledge gained during training at the university. Nevertheless, the concept of “the success of a child’s sports training” has a broader meaning than achieving a prize in competitions. In contrast to the performance of competitions, the concept of “the success of a child’s sports training” is integrative, including interrelated and correlating components. For the successful development of the components of success and their indicators, the trainer needs to have knowledge of the competent construction of sports training for the child. In order to provide trainers with such knowledge, the author has developed a continuing education program “Pedagogical conditions for the formation of the success of children in the process of sports training”.

The author analyzes the circumstances that caused these changes, which include the state’s measures to combat coronavirus infection (COVID-19), novelties of procedural legislation on the use of digital technologies in judicial disputes, as well as the practice of applying this legislation. The purpose of the study is to establish the validity and expediency of applying certain legislative measures aimed at digitalization of activities related to the implementation of legal assistance by a lawyer to citizens and legal entities. During the research, the following methods were used: general scientific, such as analysis, synthesis, comparison, generalization, historical method; private-scientific: formal-legal, comparative-legal, allowing to consider the digitization issues of advocacy activity. The result of the research is to establish the applicable law to relations concerning the conclusion of a foreign economic contract, the grounds and conditions for recognizing the contract as concluded, and the consequences of not recognizing the fact of concluding an international commercial contract.

The article discusses the issue of radical transformations of modern management systems associated with the emerging of new digital technologies. The information space that has emerged as a result of their development, becomes a relatively independent managerial factor affecting the employee. Its implementation is considered in the framework of the two main trends opposition in the development of modern world civilization, which are humanism and technocracism. They exist based on the principle of complementarity and affirm the significance of different social and spiritual characteristics of the individual. In the course of cyberspace impact on the individual, these characteristics demonstrate both risks and threats, as well as the advantages of the development and functioning of the individual as an element of an effective management system. Technologies of virtualization, communications, network technologies, and mediatization of reality are analyzed as impact mechanisms. Based on the specifics of embedding certain technologies in the management process, the necessity and ways of accounting for them in personnel management are justified.

The processes of globalization and digitalization of the economy and society affect the change in production and financial relations and significantly transform it. Any transformations that occur in the economy have positive and negative consequences, which requires in-depth study and development of measures aimed at preventing the appearance of signs of negative forecasts and accelerating positive changes. The chapter reveals the features of transformation of financial law institutions and the financial system as a whole in the conditions of digitalization of the economy, examines the dynamics of development of the most important financial law institutions in the conditions of the digital economy formation and the personnel formation. The authors substantiate the need for special control by the state when introducing new digital innovations in the sphere of financial activities of the state and society. The authors pay special attention to the most important trends in the development of financial law in the aspects of legal regulation, legal doctrine and legal practice related to digital financial technologies.

The impact of digitalization on the creation of new professions and the destruction (transformation) of former ones as well as required competencies of the future are the key issues discussed in the academic and labor environment at the moment. The purpose of this work is to analyze the existing forecasts of labor market development in the context of global digitalization, identify the most relevant competencies and justify the feasibility of applying an axiological (value) approach to the analysis of these aspects. The main methods used for solving research tasks are analysis, synthesis and generalization. The study revealed the uneven impact of digital technologies on changes in employment, identified the most popular competencies of the future, analyzed scenarios for possible development of the labor market, tried to link these scenarios with groups of competencies and skills in demand, and justify the importance of considering the value component in the study of the modern global labor market, design and implementation of professional training and retraining programs.

The article investigates problems of women’s entrepreneurship in Repblic of Sakha (Yakutia) in the conditions of digital and creative economy. There are main projects in the field of entrepreneurship and the digital economy have been launched in Russia, aimed at the comprehensive solution of problems in the field of supporting the infrastructure of entrepreneurship and creating conditions for supporting information and communication technologies, digital tools and methods of automating routine processes in the small business market. A sociological research was conducted in March-May 2020, in the largest constituent entity of Russia to study features of women’s entrepreneurship and develop recommendations on forms of support for small women’s entrepreneurship based on a synthesis of existing projects and programs. Research methods were system analysis, comparative analysis, questionnaires and structural analysis. 300 women-entrepreneurs in regional labor market took part in the survey. A portrait of women’s entrepreneurship in the region was revealed. Digital infrastructure is a factor for a successful start in the region. The authors focus on the practical recommendations for the development of women’s entrepreneurship in the framework of national projects and digital economy.

This study examines issues of evaluating the quality of a merchandiser’s work in the physical and digital retail space. This presentation of the research results is determined by the transformation of the retail economic environment. The evaluation criteria and indicators are compared taking into account differences in shopping conditions. Individual effectiveness of a merchandiser is related to the organization of sales and promotion of a specific brand, SKU, or product category. Collective efficacy of merchandisers is considered in the whole store, assuming the measurement of sales and profit, as well as changing consumers’ perception of the atmosphere of retail space and evaluation component of merchandising services. Formula of indicators’ calculation for individual and collective performance of merchandisers are proposed.

Mediation is a process that aims to resolve disputes with the assistance of the mediator on the basis of the voluntary agreement of the parties with a view to reaching a mutually acceptable solution. The mediation skills are considered the key to successful resolution of corporate conflicts and labor conflicts that have arisen both inside and outside the organization in the developed countries. The success of mediation procedure depends on the qualification of the mediator. This article investigates key points and criteria of identifying the development of mediator competences. The purpose of this work is analysis of criteria and standards for determining the professional competencies of a mediator. The study has been conducted using statistical, mathematical, expert evaluation methods and legal methodology tools. The mediator competencies model has been created. Scientific gaps in the area of tools for assessing the mediation competence have been revealed, as well as the need for further scientific study of the mediator professional qualities assessment. The research results can be used in studying the mediation procedure.

The modern world is constantly changing and developing. Companies have to adapt to the conditions of the market environment, building flexible relationships not only with business partners, but also with their staff. There is a need to develop strategies corresponding to the changes that are taking place, to identify the main trends both in the development of the organization itself and in the selection of training methods for its employees. The article is devoted to the problem of distance education, or rather, software tools that help to put this type of education into practice. The definition is given to the concept of the LMS platform and its capabilities. The classification of existing LMS systems is presented. The criteria for choosing a specific platform for the organization are described in detail, depending on the requirements for educational content and learning outcomes. In conclusion, the advantages and disadvantages of using LMS platforms in training are indicated.

The active development of digital platforms has led to the spread of new forms of labour relations organization. On the one hand, the platforms allowed a large number of people to find work and an additional source of income, to develop competition. But on the other hand, the lack of the clear market regulation for the rights of employees of digital platforms has led to discrimination of their labour rights, the establishment of irregular working hours, etc. A new form of employment (working in the field of digital platforms) poses new challenges to modern labour legislation. For example, questions on the characteristics of a digital platform employee, criteria for distinguishing them from hired worker and self-employed, as well as questions on the list of labour guarantees on the platforms need to be addressed. In this paper, these issues are studied both from the perspective of international organizations and individual countries that have secured the status of employees of digital platforms. The authors pay special attention to the issues of differentiation between hired workers and self-employed individuals and consider trends in the development of labour law on the example of specific court cases.

The authors analyze the working population readiness for training, the possibility of obtaining a new profession in the fields of professional activity and occupational groups. The purpose of this study is to identify the characteristics of labor attitudes of Russian specialists with higher and secondary education connected with the changes in their professional activities under digitalization of the economy and society. As a result, a different degree of the qualified specialists’ readiness for continuous professional development, digitalization risks, depending on the professional sphere of activity and the level of education was revealed. A higher propensity of specialists with the highest level of qualification for labor mobility was revealed. Qualification groups with the least fear of disappearance of their profession in connection with digitalization were identified. Research results can be useful in designing corporate training and government employment programs.

The goal of the article is to consider the possibilities of digital transformation of primary methods for personnel selection in companies. The study included the following stages: 1) theoretical analysis of methods and sources of primary selection; 2) a survey of HR managers, conducted to identify the main sources of information about job candidates and their effectiveness; 3) monitoring of job-sites and comparative analysis of the completeness and quality of the information they provide; 4) expert interview with O.A. Gavrilova, the General Director of Nova LLC and the creator of the job-site “Sea of Opportunities” on the possibility of digital transformation of primary personnel selection methods. A comparative analysis of the completeness and quality of information showed that none of the leading Russian job-sites provide information on the level of development of professional knowledge, skills and personal qualities of applicants. However, these indicators affect the quality of candidate selection most strongly. The article shows the possibility of improving the quality of personnel selection by digitally transforming test diagnostics of professional and personal qualities during the primary selection. The presented study helps to improve the quality of personnel recruitment and to reduce the time for closing vacancies.

The article is devoted to the problem of introducing the competence approach into the system of state and municipal administration in Russia. The purpose of this study was to determine the competencies, the presence of which will contribute to the achievement of the goals of public administration, solving the problems of society, identifying the needs of citizens, increasing the level of satisfaction of citizens of the Russian Federation with the quality of state and municipal services provided, as well as the level of public confidence in the authorities. The work used the analysis of works on this topic by Russian and foreign authors, the empirical basis of the study was a survey of representatives of the most interested groups - business and non-profit organizations. The results obtained indicate that the basic competence model proposed by the Ministry of Labor and Social Protection only partially corresponds to the tasks facing the state and the modern conditions of its functioning. The important missing elements of the competence-based model, according to the authors, are ethical competence, social and communication competence and communication and digital competence.

In this study, social attitudes toward the career process of students with various career orientations are examined. After conducting a study based on Edgar Schein’s questionnaire “Career Anchor” students are divided into groups according to how prevalent a criterion of the “career anchor” is. The results of the questionnaire are analyzed to understand the students’ psychological features and to determine and interpreted among them the social attitude towards the career process basing on the various career orientations of the students. As a result, for each group of students significant characteristics and ways of making career are distinguished.

The labor force development in agribusiness is of particular importance in task solution of import substitution on the basis of the innovative development of this economic sector in Russia. The authors suggested a system and sectorial approach to study labor resources in agribusiness. The methodology includes the analysis of the factors that determine development trends of the country’s agribusiness, its labor resources, and assessment of their qualification level. The authors distinguished the following trends: reduction in the rural population and low prestige of work in this sector among the youth, which directly affects a decrease in rural labor forces. The problem of understaffing among both direct workers and qualified specialists was revealed. The authors pointed out that an increase in the share of farm workers is a positive phenomenon in agribusiness, as it contributes to improving agrifood industry efficiency as a production system. But the direct factor that affects labor productivity is the staff qualification. New trends and options suggested for action will reduce rural labor shortage, and they can be used to justify decisions in the strategic management and management by objectives in Russian agribusiness.

The purpose of this paper is to consider the ways of development the concepts of talent and talent management. The authors have used empirical research methods based on a literature review, scientific reports and a review of organizations in Russia and other countries. The results of theoretical investigation in talent management had identification of current trends in Human Resource Management. Its involves focus on the strategy in human resources management on working with a talents and forming the talent management system in condition of talent shortage; developing a situational approach to the talent management reflects the specificity of international corporations and small and medium-sized enterprises, public sector and universities.

The paper presents the results of the study aimed at determining the optimal number of workers, who are employed in equipment-specific production, through the use of the queueing theory. The relevance of the research is that service operations in equipment-specific processes are performed irregularly and at any time, there may be equipment and workspaces downtime in expectation of the service activities. Moreover, there may be deadtime in operational people’s activities in wait for the service requests. Therefore, there is a need to determine service standards that would ensure both a minimum of the total costs in the personnel expenses and possible losses from equipment downtime. This task is complex and multi-variant, and it requires the use of mathematical methods. The authors presented the methodology for the queueing theory usage to develop efficient size standards in terms of alloy melting processes in gas-fired reverberatory furnaces, and calculation data of the service system performance indicators for melting furnaces by a working team of various size.

The article is devoted to solving the problem of rejecting innovations in the form of CRM systems by some employees of enterprises and organizations that are part of the distribution channels of goods and services. The research purpose is to show the need to motivate employees of commercial divisions at enterprises when implementing CRM systems and the possibility of calculating the economic efficiency when using material incentives to speed up work. Research objectives are: to prove the necessity of implementing collaborative CRM systems in the practice of interaction between participants of distribution channels; to show reasons for the negative attitude of employees to the implementation of CRM systems; to recommend material methods of stimulating employees. The authors propose a formula for calculating the economic effect of using incentive methods for motivation of employees in order to overcome their opportunistic behavior in the development and implementation of CRM systems in the activities of organizations participating in the distribution channels of goods and services.

The development of the digital economy has led to the transformation of most markets due to a more active transition from manual to automated labor. Competition is increasing and specialists with non-standard and in-demand skills in the usage of digital technologies have become the most valuable. The main purpose of the research is the elaboration of a conceptual model for building an “individual trajectory of a professional development”, implemented on a web service basis. To achieve this goal, the existing process of interaction between subjects of the educational environment, business and public authorities has been studied. The model of a «Web service for building an individual trajectory of personal development» is proposed. The architecture of a model is a flexible digital platform consisting of many separate platforms that will provide universal access to the main participants and will allow us to create a certain profile of an individual with its own ID to collect and organize all the necessary information. The model is based on a managing the development of individual, personal and professional abilities of an individual and allows the state to mobilize and use the full potential of human resources, processes and information technologies in the digital economy.

The article justifies the importance of developing soft skills among students of higher education institutions. The authors call soft skills the competencies of the future, since in the context of the ongoing globalization they are crucial for graduates in employment and career development. The study assesses the level of proficiency in soft skills of students of Russian universities (using the example of Samara State Technical University). To develop soft skills, the authors suggest a number of measures to change the educational process at the university.

The article studies a foreign language knowledge as a means of control in the processes of innovative management. The ability of organizations to continue training during the work process is closely connected with the processes of increasing the pace of innovation. The study is relevant due to the lack of published works identifying the ways of assessing the quality of the employee performance in a managerial position in the organization in the innovation process. The goal of this study is to analyze the level of English language proficiency by managers who hold upper-middle level positions in various fields of activity, since increasing the level of foreign language proficiency is a necessary element of the successful functioning of a modern leader. The prospects of applying foreign language knowledge are connected with improving the quality of research and development, increasing the production capacity of enterprises, and building up innovative potential.

This paper discusses modern approaches to motivating students to participate in research activities of Universities and their effectiveness in the conditions of Informatization of society. The authors draw conclusions about the applicability of various types of incentives for research activities of University students in modern realities. Within the framework of this topic, a study was conducted to identify the level of motivation of students on the example of Samara state University of Economics and presented methods to increase the motivation of University students to research activities, based on the results of the current level and the analysis of the applicability of these approaches in practice.

The article investigates problems of digitalization and digital transformation of human resource management at modern organization. Authors suggest implementing approach based on the methodology of digital maturity and adapting it to tasks of human resource departments: the article includes the description of stages of digital maturity of human resource management and steps of its digital transformation of this managerial function. The Forth Industrial Revolution impacts on human capital strongly: its structure is dramatically changing and “talents” begin playing leading role at business companies. In new conditions a special attention is paid to knowledge management as a key function of human resource management. One of problems in knowledge management is to find out talented staff and create conditions for full integration their intellectual potential in production and business processes. Digital transformation of human resource management creates a new possibility for “talents” detection and improvement of their motivation. The authors suggest applying the instrument of knowledge mapping and demonstrate practical examples of its usage at companies. The described approach is especially useful for scientific and research organizations.

The article analyzes the problems of staff recruitment potential of the municipal service in modern digital conditions. The author points out that nowadays the staff potential of the municipal service is at a rather low level, many municipal employees do not have the professional knowledge and skills necessary for the effective fulfillment of their duties and tasks. Reflecting on the fact that the reason for this is both underfunding of the municipal service and ineffective methods of schooling municipal employees, the author proposes to use the experience of several regions of the Russian Federation in which modern methods of schooling are used for the training of municipal employees, which are more relevant and effective in modern digital conditions.

Motivating the staff innovation activity for sustainable development is the basis for its training in the socio-economic sphere. The purpose of the research is to study the conceptual foundations of the innovative development of personnel in the context of sustainable development on the example of the bachelor’s degree programs in Social Economics at Samara State University of Economics (SSUE). The methodological basis of the study is the theoretical and methodological approaches motivating the staff innovation activity for sustainable development as a trend of modern higher education. These approaches include the study of scientific, methodological, specialized literature and regulatory sources on the topic of the research; principles of psychological and pedagogical research; the principle of the unity of consciousness and activity, which determines the essence of the formation of a worldview that meets the basic principles of education for sustainable development; analysis and generalization of pedagogical experience; pedagogical modeling and design; the principle of the unity of theory and practice; the consistency principle that predetermines the study of the relationship of universal, environmental values and environmental culture for students to complete the bachelor’s degree programs. The authors consider various directions, forms, methods and types of student training.

This article explores the problem of managing the knowledge and potential of employees through the integration of lean manufacturing concept tools and a quality management system. As a result of the study, groups of requirements have been developed for the knowledge and personnel potential management system. In addition, a scheme has been developed to integrate the requirements and tools of the quality management system and lean production for knowledge management, and criteria are proposed for assessing the effectiveness of the functioning of the knowledge base and compliance with the proposed requirements. To assess the degree of participation and interest of employees in the workflow organized under the conditions of the application of lean manufacturing tools and a quality management system, it is proposed to calculate the level of employee involvement in the enterprise, based on the results of self-examination and automatic assessment of employee performance based on KPIs.

It is obvious the formation of a qualitative change in terms of requirements of employers to the competencies that define the new technological structure, base and modernize the Russian economy. State energy companies are in the process of creating higher-quality economic and managerial relations, that allows to provide customers a high quality of life, adaptability to new conditions. The authors believe that the basis of growth requirements for the development of the digital competencies of the staff laid the trend to the digitalization of industry, internal trade, which ensure competitiveness in the global market of goods (services) and technologies. The digitalization of companies is the most important factor of realization of economic interests of the state in the period of Industry 4.0.

In the digital economy era, competition as a driving force necessitates organizations to seek new ways to improve their competitiveness constantly. More and more researchers and representatives of different branches of scientific knowledge note the importance of soft skills for achieving competitiveness in the labor market of different professional fields. The authors of the article conducted a study on the relevant competences of graduates of economic fields in employment. The aim of the study is to identify areas of competence that are important for the professional realization of students and graduates of economic fields and to justify the need to adjust the curricula of these fields. The following methods were used in the study: content analysis, synthesis, interview (using Google forms), statistical data processing method. The article presents the results of research on the significance of formation and development not only hard skills, but also soft skills in graduates of economic directions. By means of a questionnaire survey of students and graduates of economic fields, it has been possible to rank the most important competences for the performance of their professional duties and to indicate the formation/not formation of these competences in the course of studies at the university.

In the digital economy, the need and prospects for business development determine their own conditions to the personnel departments of enterprises and organizations. In almost all sectors of the domestic economy, information technology forms a need for knowledge management, taking into account the security of data storage, ensuring the necessary speed of calculations when making a management decision. And the intellectual property of the enterprise itself as a result of systematic knowledge management becomes the most important factor in preserving and increasing the value of business. There is a new form of human resource management subsystem of the company – talent management. System analysis, the method of organizational modeling and analogies are necessary for the study of foreign and domestic scientific sources, best business practices. The purpose of this research is to determine the main activities of the company’s HR departments in the sphere of talent management.

The article analyzes the essence of the category “Innovative potential of personnel” (IPP), its most important components, and the conditions for the fullest implementation of this potential. Various points of view on the nature of IPP are presented. The insufficient development of the knowledge management system (KMS) at domestic enterprises is noted, a variant of the structure of this system is presented, the content of its individual blocks is disclosed, and the main methods of knowledge management are shown. It is stated that the key element of the knowledge management system should be the organization of continuous training of personnel with the formation of a “self-learning” organization with the transformation of the latter into an “intellectual” organization. The main stages of creating a KMS at the enterprise, as well as its main functions, are presented. The relation between the knowledge management system and the company’s innovative business model is shown. The general structure of this model and the conditions for its integration into the corporate culture of the enterprise are suggested.

In the article, the authors analyze motivators and motivation tools used in entrepreneurial networks of strategic alliances in order to improve the efficiency of corporations and the effectiveness of their personnel. The analysis and comparison of indicators is based on the example of entrepreneurial networks organized within the framework of Russian-Chinese strategic alliances. A comparative characteristic of motivators and motivation tools is performed, and conclusions are drawn about the possibility of their application in a Russian-Chinese joint venture. The results of the analysis show that there are the same number of common positions and its differences in the motivation system.

The research work contains information about the strategic development direction of the oil and gas industry in the conditions of digitalization of production business processes. An important resource in providing business with information using digital software devices is the company’s personnel. The article defines professional competencies that ensure that specialists perform their functional duties, taking into account new knowledge, skills and abilities acquired in the framework of retraining. The article investigates the feasibility of forming and managing the personnel reserve of a modern enterprise. Issues on methods of selection and evaluation of HR reserve are considered.

In the context of business digitalization and fierce competition, the search for modern and progressive ways to manage human resources is of particular importance. With the development of technology, the digital economy, telecommunications, the most profitable are investments in the development of human resources. The main goal of this article is to develop the conceptual aspects of strategic human resources management in the context of business digitalization. The tasks of the work include the refinement of the conceptual apparatus in the field of human resources management of an organization, the identification of key factors affecting the development of human resources in the context of digitalization, as well as the refinement of conceptual elements of strategic human resources management in an organization. In the research process, general scientific methods of cognition were used: analysis, synthesis, comparison, grouping, dialectic and integrated approaches that allow the formation of reasonable conclusions. The result of the study is the development of an algorithm for strategic human resource management taking into account the requirements of the digitalization of business. The results can be used in the activities of commercial organizations.

Crimes in financial markets (not related to banking) are economic crimes committed by participants in the securities market, insurance, microfinance, investment and leasing, money and currency exchange markets. The authors analyzed Russian and British legislation to compare criminal law on crimes of financial markets and determine the possibilities of using foreign experience in domestic rule-making practice. Methods: The methodological framework of this study constitutes a set of methods of scientific knowledge, among which the main place is occupied by the methods of systematic, analysis and comparative law. Results: The authors’ position is based on national and foreign legislation and opinions of the competent scientific community on crime prevention in financial markets. The authors describe similarities and differences between Russian and British financial and criminal law. The study revealed the gaps in the Russian criminal law regarding the socially dangerous acts committed in the investment sphere. Conclusions: The study shows the importance of comparative legal analysis for national lawmaking work and law-enforcement. The authors proposed to criminalize some socially dangerous acts committed in the financial sphere with the use of modern information technologies, considering the successful experience of the United Kingdom of Great Britain and Northern Ireland in countering of cybercrimes.

The relevance of this research is based on the natural need of any enterprise to increase its financial performance with an optimal ratio of available internal resources. The research problem is determined by the fact that in practice, enterprises do not fully use available tools of functional and cost analysis to justify conclusions about the results of their activities. An additional complication is that functional analysis is widely used in practice, while cost analysis of the management systems’ functions has certain specifics. Functional cost analysis (FCA) allows you to identify costs for the implementation of system functions at a given quality level. The analysis explores all possible functions in order to determine the cost of providing services and to ensure that processes can be upgraded and the productivity can be improved. The author identified problems in the work of a specialist in the personnel management department and suggested ways to reduce costs and improve the quality of functions, which confirmed the effectiveness of the FCA as a tool for evaluating management systems and the significance of this method in making managerial decisions.

The article is an attempt to represent the success of older workers as a synergistic effect of the impact on the activation of natural body functions and involvement in the process and result of work through the technology of medical-biological and managerial nudging. To justify this position, the sections of the achievement process and the determinants of success are identified. Competencies that stabilize or increase with age are presented. The authors developed a matrix of using the methods of “soft paternalism” for the formation of a target attitude, the process of implementing a working action, obtaining and evaluating the result.

Organizations operating in different markets have increased requirements for analyzing the quality level of personnel and comparing competitive advantages based on various types of communication interactions. The fundamental task of personnel marketing is to create the most attractive image of the company as an employer in order to provide itself with human resources with optimal quantitative and qualitative parameters. The development of a personnel marketing management system at the enterprise level is not sufficiently reflected in the modern Russian research field on human resource management. This model includes goals, tasks, places in the organizational structure and in the personnel policy, and areas of interaction with other labor market actors. The research purpose is to develop methodological and applied provisions that allow employers to take a competitive place in the labor market by identifying effective interaction areas with its subjects using marketing approaches while determining and ensuring personnel needs. The paper investigates marketing concepts of personnel management and the place of personnel marketing in the organization’s personnel policy. The methodology of forming a marketing management system for the organization’s personnel is considered. The paper shows the importance of developing and applying requirements to employees and to the employer in personnel marketing.

Future managers act as agents of change in today’s business environment. In this regard, the formation of managerial competencies in view of readiness to fulfill their professional duties in conditions of uncertainty is relevant. In this regard, it is important to assess the readiness of future management personnel for change in modern conditions. The aim of this study is to provide empirical data on the established attitudes of future management personnel towards uncertainty during a period of change. Among the available variety of questionnaires, the PCRS (Personal change readiness survey) technique was chosen thanks to its multi-factor model, which allows you to study not only individual significant personality characteristics in a volatile environment, but also their relationship with the relation to uncertainty.

In the current crisis conditions caused by the global challenges of the 21st century: globalization, digitalization, and the COVID-19 pandemic, issues of key staff turnover management are of particular importance. The need to rethink existing approaches to staff turnover management, as well as to identify additional reserves for the development of the organizational and economic management mechanism determines the choice of the research topic, its theoretical and applied significance. The purpose of the research is to develop theoretical and methodological foundations and scientific and practical recommendations for the formation of an organizational and economic mechanism for managing staff turnover. For that purpose, the article analyzes the scientific views on the content of staff turnover and identifies its features in modern economic conditions; the factors of staff turnover in the organization are systematized and clarified; the reasons and motives for turnover are identified, that leads it to dismissal. The modern concept of personnel turnover management in the organization is proved; the organizational and economic mechanism of staff turnover management in the organization is developed.

Logistic outsourcing is the use of the resources of a specialized company to carry out business processes and the functions of logistics management. The development of outsourcing in Russia is constrained by the insufficient development of the logistics services market. The cost-effectiveness of outsourcing is not absolute. The purpose of the work is to evaluate the effectiveness of logistics outsourcing. Tasks include determining the location of logistics outsourcing in the management system, a review of methods for evaluating the effectiveness of outsourcing as a strategic decision of a company, and determining the factors of its effectiveness. The work used the provisions of economic theory and management, the concept of reduced costs, the classification of costs of the organization. The result of the study is a method for assessing the effectiveness of logistics outsourcing by changing the absolute value of the reduced costs of the company before and in the conditions of outsourcing, testing the proposed method.

In the context of the economic crisis, the formation of the working environment in Russian companies is becoming increasingly important. It is particularly important to establish such social proportions in the main characteristics of the organization’s personnel that contribute to its growth and development, including by attracting and retaining professionally trained specialists and other labor resources in the staff. The aim of this work is to supplement theoretical and methodological approaches to the formation of the working environment of companies in the conditions of economic crisis based on the method of attracting and securing regional personnel. The methodological basis of this research includes a systematic approach, a logical approach, analysis, abstraction, classification and comparison techniques. The results of the research work are the development of the theory in the field of anti-crisis HR management by suggesting ways to solve problems of staff outflow in an unstable economic environment. The authors’ step-by-step program of anti-crisis HR management as a measure of retaining specialists in the Russian regions is presented.

The article presents the results of a survey of leadership and ordinary employees of Russian organizations on the problem of the regulatory role of ethical rules for labor/organizational behavior and management of ethical behavior of personnel. The respondents’ answers to the questionnaire on the mission of moral standards in the organization and the importance of their observance; on the state of compliance with ethical canons in the organization, detailed causes and forms of their violation; whether they want a sanction for violation/adherence of moral designs; on the presence of the companies’ ethical codes and their purpose are analyzed and presented. The results of the survey showed that ethical standards are the most important regulator of labor/organizational behavior, and their most important purpose is “the development of good relations between employees”. The study showed that the main reason for violating moral standards in companies is the personal characteristics of employees, then the management style, and then organizational factors. The results of the study are practice-oriented. At the same time, they cannot reflect the full variety of the influence aspects of the regulatory nature of moral canons on labor/organizational behavior and its management system.

To effectively manage an organizational structure it is essential to understand whether the estimates of job levels are well-founded when changing such a structure. One should ensure that there is no “inflation” of job levels, i.e. that the level of a position in the system of job grades is not unduly overestimated. This research offers methods to assess the significance and appropriateness of changes in distribution of positions by job levels in the organizational structure of an enterprise. To analyze factors that affect qualitative change in an organizational structure, it is proposed to use a combination of mathematical statistics methods, like estimation of arithmetic weighted average, Pearson criterion χ2, and qualitative methods of analysis. The proposed method allows assessing in mathematical terms whether the changes in organizational structure that occurred during the researched period are appropriate as well as confirming/disproving the hypothesis of job levels “inflation” in the organization during such a period. Methods used in this research add statistical assessment to the generally accepted approaches to qualitative assessment of validity of changes in an organizational structure. These methods allow setting and controlling the targets of the organizational structure change metrics.

The article deals with the HR risk assessment for Russian companies under the conditions of labor market precarization. Based on the analysis of the precariat, a new phenomenon, we’ve specified the peculiarities of social and labor relations under precarization of the labor market and have revealed statistically significant links between certain types of non-standard employment and socio-economic parameters. The authors applied a comprehensive approach to the assessment of HR risks (demographic, political, economic, technical) and proposed the directions for HR policy of the labor market agents in response to precarization. Scientific recommendations have been developed to minimize HR risks and improve HR policy of various economic agents in terms of labor market precarization. Good practices on customized assessment of HR risks for a certain employee and manager have been presented, followed by personalized recommendations for identified risks elimination.

A municipal institution, as a governing body, is not a static object and is subject to changes in the internal and external environment, the impact of various risks and threats. The changes that are taking place encourage managers to make changes in financing, managerial decisions, core business, personnel management, etc. In such conditions, the organizational structure of management also needs to be adjusted, since it is the skeleton of the municipal government and gives orderliness to all processes. The choice of organizational structure is always associated with the need to assess their own capabilities and capabilities of the staff, which always constitutes a risk of managerial activity. The article examines the management system using the example of a municipal institution, identifies its main shortcomings and suggests ways to improve it. Improvement of the organizational structure is aimed at creating structural units of the Department of Culture and Youth Development of the Chapaevsk city district administration, carrying out activities to solve the most pressing problems of culture and youth policy in the territory of the municipality.

It is clear that children in long-term treatment are categorized as having special educational needs. Prolonged treatment (from several months to several years) and regular painful medical procedures result in increased fatigue, unstable attention, increased distractions and sometimes inability to remember and absorb information. This is especially the case for students in cancer hospitals. This creates a special need in hospital schools for highly qualified teaching staff with a high level of professional competence, psychological and personal readiness to work with ill children. However, the current situation is such that only a small percentage of Russian pedagogical universities can boast that they provide educational programs aimed at training such specialists. As a result, teachers from ordinary schools, who have not received special training, teach children undergoing long-term hospital treatment. Of course, all this imposes serious requirements on the process of searching and selecting such personnel. The authors of the article tried to identify and classify the key professional, personal and behavioral characteristics necessary for the work of a hospital teacher. In addition, the authors attempted to develop tools for analyzing these qualities at the recruitment stage.

The study considers one of the promising directions of development of modern corporations - the introduction of artificial intelligence (AI) in corporate governance. Numerous experiences with AI in making managerial decisions have shown positive results, which forces many researchers to make optimistic forecasts about the emergence of AI in the future that can realize the functions of governing bodies of a legal entity. At the same time, the study notes that the global economic crisis caused by the COVID-19 pandemic can become a new driver for such a digital transformation. The prospects for introducing AI into corporate governance are evaluated in the study using various approaches, which the author divides into three groups: AI realism, in which AI is seen as an assistant that can simplify the work of members of governing bodies; AI enthusiasm, in which it is assumed that the AI director will replace members of governing bodies in the future; AI-radicalism, in which the author assesses the possibility of getting AI out of human control and creating completely autonomous legal entities. The author also analyzes the possible problems associated with the implementation of AI in corporation governance, some of which are outstripping.

Modern conditions for functioning of small and medium-sized enterprises in the Russian economy are weighed down by a number of factors. In the conditions of periodic crisis phenomena in the economy, it becomes more difficult for enterprises to compete for consumers. The largest share of small and medium-sized businesses is concentrated in trade and construction. These organizations of economic activity form the backbone of the entire economy. Thanks to the construction industry, enterprises create production and non-production funds that serve as the basis of the entire production process in the economy. Ensuring economic security in this area contributes to the development of the country’s economy as a whole. The research is based on the fundamental theories and concepts of modern and foreign authors. Threats to the economic security of a participant in the construction industry are studied on the example of a specific organization. The authors offer recommendations for construction industry enterprises that ensure economic security for effective functioning.

The article attempts to justify the possibility of preserving the success of older employees through the transition of the organization from the ego- to the eco-system and the formation of an age diversity policy. To implement these ideas, the content of the main categories used in the study is updated. The similarity of the organization’s development with the evolution of living organisms in the population through the substitution of genetic egoism with intra-group altruism is shown. The advantages of “mutual assistance” are identified and described in details by functions of its manifestation in the organization to extend the professional longevity of employees.

Achieving the strategic goals of the organization in various socio-economic conditions. Create an effective system of motivation, to establish purposefully organizational culture in order to achieve the strategic goals of the organization. A suggested system of motivated impact (rewards, penalties, accruals and payments of wages) is based on three principles of economic effectiveness: optimality, effective motivation, transparency and accessibility for understanding. Motivation system requires all the parameters of the organizational environment that affect the motivation of employee. The implementation of the principles of the organizational structure at the individual level, and application of organizational and socio-psychological mechanisms allow to create an effective organizational culture, which transforms the structure of motivation of majority of employees when internal motives become leading. In other words, a fundamental importance is the balance between external and internal motivation. The dynamic modern environment claims to monitor periodically the operability of the financial incentives system and its compliance with the goals and objectives of the company within the changing conditions and for future development. The proposed model for constructing a motivation system has been successfully implemented in practice.

The paper investigates the anti-corruption issues in the activities of economic entities. Business faces corruption every day in cases of inspections by regulatory authorities or relevant departments of business entities, obtaining state funding or participating in various kinds of project activities with the involvement of third-party investments etc. Often, the leader himself is a participant in corruption schemes and he is the initiator of corrupt behavior among his subordinates as well. The purpose of the paper is to identify perspective directions of anti-corruption in Russia at the company level by determining the role of a leader in the context of combating corruption in the country. The authors accepted hypothesis that not only anti-corruption programs in the activities of economic entities may have a positive impact on the level of corruption. The anti-corruption role of the leader in the corporate culture is the best way to protect employees from their involvement in corruption schemes. This paper focuses on the possibility of using leader authority and its impact on the implementation of anti-corruption programs. The authors concluded that the role of the head of each division is to prevent any violations on his part and on the part of his colleagues.

The study considers the process of forming the intellectual capital of the company. Special attention is paid to the evolution of the theory of the intellectual capital to clarify the content of this socio-economic phenomenon. Various scientific approaches to the definition of the intellectual capital and its structure are studied, its main features are identified, the conditions and factors for the formation of the intellectual capital of the company are determined. The authors analyze various methods for assessing the intellectual capital, identifying the advantages and disadvantages of existing approaches to calculating the intellectual capital of the company. Due to the lack of a single calculation variation, some criteria are proposed that ensure the selection of the most productive method for assessing the intellectual capital of the company. Having studied institutional conditions for the formation of the intellectual capital in the modern economy of Russia, the authors identify priority measures to improve the Russian institutional environment to develop the intellectual capital.

The relevance of the problem under study is due to the importance of high quality of human capital for the formation of a strong, economically developed, civilized state. In this regard, this article is aimed at revealing the overdue understanding of the limited natural resources, which led to an increasing need for human capital development. The leading method for the study of this problem is the general scientific method of knowledge, which allowed to comprehensively justify the thesis that the degree of efficiency of public investment in human capital, primarily in the provision of education, primarily affects the development of socio-economic state as a whole. The article reveals the legislation of the Russian Federation in the field of education, presents the author’s consolidation with the opinion on the systematization of national legislation in this area, in particular, the possibility of adopting the Federal Law “On Education in the Russian Federation”, which would absorb the entire array of normative educational law. Materials of the article are of practical value for law makers, politicians, researchers in the field of development of state and legal phenomena.

Today, the state civil and municipal service is the central link in improving the efficiency of the public administration system. One of the most important directions to reform the municipal service is the formation of an effective personnel policy, since the level of implementation of government decisions depends on professional employees who have necessary qualities of the public service, and the effectiveness of their official activities. The solution of the problems associated with the formation and development of the personnel of the municipal service under current economic and institutional conditions variability, justifies the topic of the study and its relevance. The formation of the personnel reserve in the state civil service has some difficulties. They are associated with a lack of regulation at the legislative level. This applies, for example, to the procedure for preparing the personnel reserve, entering the state civil service out of competition, the time spent in the reserve, and holding a competition.

The purpose of this work is to form a multi-factor model of indicative diagnostics of human capital in relation to GDP per capita based on 15 aggregated global indexes. The study using regression and correlation analysis allowed us to form the innovative human capital index (IHC), focused on predicting GDP per capita, and to determine the complex optimal Predictor for IHC diagnostics. The main components of this Predictor are the Global Competitiveness Index (0.4), Mean Years of Schooling (0.3), GDP per capita (0.15), and Corruption Perception Index (0.05). The regression error of the IHC index with the optimal Predictor is 2% for a sample of 24 major economies and 5.6% is the average value for five samples of 6–72 economies.

The material presented in this article is results of a research aimed at justifying the need to use value design in the process of developing the organization’s personnel, which required solving the following tasks: to substantiate the prerequisites and conceptual foundations of value design, to offer technologies of forming the value basis for the development of specialists in the digital environment. The development of personnel in modern conditions should be based on value-oriented management, aimed at enhancing the consistency between value orientations of specialists and the value system of the organization. The use of value design in the process of HR development allows implementing a system of value standards for specialists, taking into account requirements to the professional culture in the digital economy.

The purpose of this article is to identify the role of proactive leadership in the formation of a team based on a metaprograms approach to assessing the human capital of an organization and the formation of a methodology for evaluating the effectiveness of investments made in it. This goal is achieved by solving two tasks: first, the analysis of the concepts of leadership and proactive leadership, as well as the related concepts of human capital and human asset, and second, studying the relationship between the concepts of human capital, proactive leadership and organizational effectiveness. The authors have analyzed the concept of the leadership concept, focused on the phenomenon of proactive leadership. Qualitative characteristics of proactive leadership have been highlighted, and the approach to personnel evaluation based on metaprograms and behavioral patterns has been analyzed. The author’s view on the structure of human capital and methods for evaluating the effectiveness of investment in its development are proposed for discussion.

The relevance of the research topic is associated with the need to study the characteristics of the formation of the land reclamation’s personnel potential as a leading factor in the long-term socio-economic results of the reclamation sector’s functioning of the agro-industrial complex of the Russian Federation and the development of individual territories of the Russian Federation. The goal is to study and determine the theoretical, methodological, scientific and practical features of the personnel potential of land reclamation. Tasks are to define the concept of land reclamation’s personnel potential, to clarify its structurally meaningful elements, to analyze the elements and factors of the personnel potential of land reclamation, to determine the direction of its development. Methods are system-theoretical analysis, mathematical and statistical processing of primary data, system, logical and correlation analysis, processing and generalization of research results. Results: the concept of “personnel potential for land reclamation”, its structurally-substantive elements, methodological and scientific-practical principles for the formation of personnel potential for land reclamation are defined, a scientific and practical study of the personnel potential of 52 Federal State Budget Institutions of all federal districts of the Russian Federation is identified, and strategic features of formation personnel potential of land reclamation.

The article analyzes the author’s methods of differentiation of base salaries and base salary rates by professional qualification groups in the budget sphere. These methods allows differentiation between base salaries, both within the professional qualification group, and between the levels of professional qualification groups, depending on the value of the employee’s human capital. The proposed integral coefficient reflects the excess of the base valuation of human capital of the employee, the appropriate qualification level compared to the base valuation of human capital of the lower qualifying level of professional qualification group. The coefficient of intellectual and labor personnel efforts provides an opportunity to objectively differentiate base salaries and base salary rates on professional qualification groups. The use of these coefficients provides condition for objective differentiation of base salaries (base official salaries, base salary rates).

Despite the traditional understanding of social dialogue as a tool of classical labor law only, it seems appropriate to look at it also from the point of view of business law. Since the effectiveness of any business structure is a multi-component phenomenon and depends on many factors, from the availability of sufficient financial assets to the effectiveness of the actions of the governing bodies and the workforce, only social dialogue can ensure the operation of the enterprise as a single organism, where everyone understands a special task and works for it, and where each participant is important. Participation in the social dialogue of the state ensures the normal functioning and relevance of the tool under study, as well as centralized solutions in the field of support of the viability of enterprises.

The effective implementation of the potential of human capital requires a careful calculation of its quantitative characteristics. First of all, this concerns the determination of the required value of human capital and its changes under the influence of various factors. It is also important to determine the degree of balance of the values of human capital with other types of physical and financial capital. Indicators of the current and strategic balance of human capital and other types of capital provide great opportunities for managing the sustainable and successful development of a firm.