This paper shows that national specifics of labour market determines management tools of labour market adaptation mechanism. The aim of the research is to identify management tools of labour market adaptation, using data of Russian Federation. Methodology research includes publication research, an in-depth analysis of semi-structures interviews with top managers, and observation of aspects that cover practices used in human resource management. A study of management practices in 110 organizations of the Sverdlovsk oblast showed that managers used tools of Dual Education Model, National Qualification Framework and employers labour mobility programs in education and hrpractice. Founding of Employers Educational Centers and employment of foreign workers are less popular hr-management practice.

The aim of this paperto present tools of competency-based HR management, using in regional HR policy for improving the investment environment. Theoretical basis of regional HR policy, presented in this paper are institutional theory (institutional barriers and institutional filters conception) and resource theory (core competences conception). The model of competence formation and implementation was given. There are institutional barriers and institutional filters-managerial factors in the governance mechanism, according proposed methodological approach. Proposals at management tools have been developed, that strictly conform to managerial factors, such as institutional barriers and institutional filters. Methodology research includes publication research, an in-depth analysis of semi-structures interviews with top managers, and observation of aspects that cover practices used in human resource management. A study of management practices in 110 organizations of the Sverdlovsk oblast showed that managers used tools of Dual Education Model, National Qualification Framework and employers labour mobility programs in education and hr-practice. According competency-based management concepts, the mechanisms of National Qualifications Frameworks: certification of professional qualifications and professional public expertise of educational programs needs to be used in Regional Human Resource Policies for Industrial Growth. Results of this research are useful for elaborating personnel recruiting systems, systems of competence and qualification, competency-based management and regional human resource policies.