Abstract-The complexity, dynamism and uncertainty of the socioeconomic status of both Russian and global economies generally form a significant number of risks that threaten the effective functioning and development of organizations. Moreover, the urgency of these problems is increasing in the conditions of economic stabilization and the outlook for development, when the degree of certainty and predictability of external factors is increasing, as well as the relative influence of internal organizational factors, among which the most important factors are related to the quality of personnel and the effectiveness of the personnel management system of the organization. Exactly these factors in modern conditions predetermine the success of achieving the strategic goals of the organization, but at the same time determine the emergence of human resources risks, which, in the opinion of experts, is defining the form of risk in the organization. The urgency of this problem has caused the need to develop the presented methodology for managing human resources risks. A distinctive feature of this methodology is the focus on prophylaxis and prevention of human resources risks. The methodology integrates various aspects of human resources risks management: types, levels, the significance, profiles of human resources risks, expected losses from risks, actions of human resources risk management. The methodology includes 5 stages: preparation, analysis, planning, organizing, control.Keywordshuman resources risk, personnel management, the sphere of risk occurrence, risk object, source of risk, damage to risk, methodology of HR risk management.

the article analyses the major trends on the Russian labour market today and in the short-term. In order to assess the situation on the labour market, the article analyses the results of the research conducted by the authors together with the recruitment agency Hays in Russia. The competences and professions that will be needed in the future have been reviewed, the paths to success for the modern market actors are analysed, as well as the issues associated with the changing mode of operation and factors that are going to directly impact this transformation.

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The article presents the results of the analysis of federal educational standards for personnel management at the undergraduate and graduate level, which showed that higher educational institutions can creatively approach the formation of information and digital competencies in students. It has been substantiated that the formation of digital competencies is based on information competencies and is associated with the ability to extract, process, store and transmit big data. For the formation of digital competencies among students studying in the field of "personnel management", it is proposed to introduce the study of the free software product KNIME distributed on the Internet in the work program of the discipline "Information technologies in personnel management", which allows working with big data at the level of large nodes without knowledge of programming languages. The article provides an example of a simple model created in KNIME to analyze the labor market of specialists required by an enterprise by extracting and processing data presented on the website hh.ru.

Аннотация. Приведены результаты анализа спроса на труд специалистов по управлению персоналом в Москве по состоянию на июль 2021 г. Сделан краткий обзор ведущих мировых и российских сайтов по трудоустройству. Обоснована корректность использования сайта HeadHunter (hh.ru) для анализа спроса на указанных специалистов. По результатам предварительного анализа должностей, предлагаемых специалистам по управлению персоналом в Москве, сформирована выборка из 250 вакансий, на которой оценены требования работодателей к соискателям. Анализ проведен по трем укрупненным группам -для руководителей (директоров) по персоналу, главных (ведущих) специалистов и специалистов (ассистентов). По предложениям по заработной плате построена и проанализирована диаграмма «ящик с усами».