The modern economy became increasingly dependent on intellectual capital, whose role is steadily growing in comparison with other types of capital. On the one hand it happens due to the objective trend of the world economy innovative development on the eve of the sixth technological mode beginning; on the other hand, to increased competition between companies from different countries in an increasingly globalized world market. The growing importance in the overall system of companies' competitiveness factors in the new century is played by specific knowledge and information, which is commonly understood as intellectual capital. However, accounting systems used in the modern economy practically ignore the components of intellectual capital. Another problem that hinders the accounting assessment of intellectual capital is the multiplicity of approaches to its quantitative measurement. The growing interest of researchers in further development of the intellectual capital concept is explained by the fact that the developed intellectual capital of the company leads to more effective management, to more stable relations with contractors, and in generalto a competitive advantage, which immanently affects the financial, economic and market results of the company.The article presents the results of the intellectual capital impact study on the companies performance in developed and emerging markets. They confirm the existence of common regularities, expressed in the presence of the innovative development advantages of any country companies in any market, and also determine the effectiveness of organizational, social and cultural transformation of developing countries in the context of modern globalism. Keywords-intellectual capital of companies; VAIC; developed and emerging markets.

Under the influence of constantly emerging new information technologies in several years there have occurred significant changes in both business and government organizations, not only large, but also in very small. Today, the prospects for the emergence of new organizational models are being thoroughly investigated, on the basis of which possible scenarios and areas of digital transformation of organizations are predicted. Research shows that special attention is paid to the formation of personal digital profiles of organizations, the search for the best digital models, and the study of the impact of digital technologies on personnel during the digital evolution of labor markets. Best practices show that every successful organization in the course of digital transformation determines the need to develop a personnel development strategy based on the goals and objectives, the degree of depth and timing of digital transformation. At the same time, during the formation and effective implementation of the digital strategy in the management of human resources of the organization, factors of professional readiness of personnel and cultural and psychological barriers to the introduction of digitalization of labor, hierarchical assessment of market and socio-economic benefits of digital transformation, etc. are not the least important. The study showed that if remote forms of employment, which were widely used during the spread of coronavirus infection, began to decline since the end of last year, then the trend towards digitalization of training of personnel of organizations after the COVID-19 pandemic in Russia not only persists, but also develops. The article analyzes the successful experience of implementing digital training for employees of the highest state audit body of Russia – the Accounting Chamber of the Russian Federation, which can be borrowed by other government and business organizations in order to make staff more efficient.

Public employment services (PES) in the modern world play a crucial role in improving the efficiency of the labor market, they reduce the time and effort of the unemployed in finding suitable work, and also reduce information asymmetry and costs for companies in finding the right workers. At the same time, the activities of the employment services themselves have different results, which creates problems with measuring their effectiveness depending on regional characteristics. This article is aimed at developing a more accurate assessment of the effectiveness of PES based on the construction of Russian regions classification. The study is based on the approach of Blien and Hirschenauer (2018), who proposed a new methodology for measuring the effectiveness of PES based on regional clustering. The application of the two-stage method of regression and agglomeration-hierarchical cluster analysis made it possible to rank Russian territories into seven groups of regional clusters. Using R Studio, it was compiled a map of seven clusters of Russian regions. Within each classification group, territories have similar characteristics of labor markets. This study is one of the first attempt to cluster regional labor markets in order to improve the efficiency of the activities of public employment services in Russia. The results of the study can be used by Russian federal and regional executive authorities in the development of an active employment policy in fairly similar territories to achieve greater efficiency of employment services, introduce new services and examples of best practices.

The coronavirus spread transformed the economy and social order, and dealt a crushing blow to the labour market. Considering the worsening unemployment, it becomes important to reduce informal employment, which leads to an increase in the shadow economy. It is hypothesised that the decline in official income is accompanied by an increase in informal employment differentiated across Russian region. The study aims to theoretically justify and empirically confirm the relationship between the consequences of the pandemic, decline in population income and dynamics of informal employment in regions, as well as to develop ways to reduce their negative impact on the labour market. The study utilised an approach of the Federal State Statistics Service (Rosstat) to determining employment criteria; additionally, expert and analytical methods, analysis of statistical series, clustering and cartography were applied. The regions were clustered according to Ward’s hierarchical method based on weighted standardised data. To this end, official data from Rosstat, the United Nations, and the World Bank were examined. As a result, the analysis of informal employment in Russian regions during the pandemic did not confirm the hypothesis, showing that informal employment actually decreased in most constituent entities; the largest decrease was observed in the North Caucasus republics. The performed clustering revealed groups of Russian regions in terms of the dependence of informal employment on average per capita income and gross regional product per capita. The obtained findings can be used to develop standard solutions for establishing long- and short-term support measures for employees at the national, regional and micro-level aimed at reducing the negative impact of the identified reasons for the growth of informal employment.

Aim. The presented study aims to investigate the system of factors affecting the development of innovation culture in Russian companies.Tasks. Based on qualitative research, the author comparatively analyzes the main structural components of innovation culture in typologically different Russian companies; determines internal and external conditions for the development of innovation culture; substantiates the leading role of the government in regulating formal labor market institutions that form the patterns of innovation culture in society and facilitate the innovative development of Russian companies.Methods. This study uses the methods of analysis and synthesis, comparison and generalization, and general logical research methods.Results. Innovation in Russian companies involves not only new technologies and materials, the production of new products (services) and their introduction to the market, but also the creation of a cultural environment favorable for innovation. The key role in this process is played not only by internal corporate factors, but also by external ones. A company's internal innovation development system includes the strategic commitment of top management to innovation, creativity as the highest value of corporate culture, and implemented management practices aimed at increasing employee receptivity to innovation. System-wide factors of innovation culture are predetermined by the national education system and labor market institutions.Conclusions. The government plays a leading role in the formation of an innovation culture in society. Creative activity in the Russian Federation has only recently found financial and organizational support at the government level. Therefore, it is important not to lose this value orientation and continue the modernization of social processes aimed at the innovative development of the economy. The focus on the formation of innovative culture should be reflected in the activity of labor market institutions (the Ministry of Labor, employment services, migration service, etc., and in the mechanisms of labor market regulation (state employment policy, trade unions, social partnership, and collective agreements).