No abstract

Volatility, uncertainty, complexity and ambiguity (VUCA), characteristic for current socio-economic development, significantly affect the vital activity of society, as well as the fundamental principles of economic development. This situation requires the creation and implementation of adaptation mechanisms. The study aims to quantify the adaptation of employment to the conditions of the VUCA world in Russian regions. It is hypothesised that the employment of the population in Russian regions with different levels and types of economic development is not adapted to the conditions of the VUCA world. The article analysed a theoretical and methodological platform for examining the labour market and employment that presents Russian and foreign experience. The study revealed the effects of the VUCA world on employment: accelerated response of quantitative employment parameters to economic changes (including by increasing the mobility of workers); post-industrial transformation of the employment structure; formation and dissemination of non-standard forms of employment. The developed methodology for assessing the adaptation of employment to the conditions of the VUCA world was applied to evaluate the key characteristics of this process. The methodology was tested in a number of Russian regions that differ in the level and type of economic development by analysing statistical data for the period 2014–2019. At the present stage, a low and average degree of adaptation of employment is recorded, regardless of the socio-economic development of regions. The proposed comprehensive recommendations are aimed at solving the key problems of adapting employment to the conditions of the VUCA world and are addressed to the subjects of social and labour relations.

The article examines the process of regulating employment through the introduction of digital technologies in the organizational and legal sphere. The authors considered the features of the manifestation of organizational and legal aspects of employment regulation during the transition to a post-industrial society. The attention is focused on the most problematic areas of employment regulation. The research is based on the position of continuity of socio-economic development and continuity of its stages. The study made it possible to identify quantitative, structural, and qualitative transformations in the field of employment in the Russian Federation, related to information and digital technologies. These changes require the solution of a set of tasks to improve the system of organizational and legal regulation of employment: limiting the negative impact of digital technologies in the process of regulating employment; regulation of organizational and legal regulation of all types of “agency labor” and its adjustment, considering the spread of its non-standard forms in terms of expanding the scope of digital technologies; ensuring cooperation between all parties of social and labor relations on issues related to the use of non-standard forms of employment in the context of the introduction of digital technologies; reduction of “digital illiteracy” among jobseekers; positioning of electronic self-employment as a promising form of employment regulation. Based on the results of the study, the authors determined the vector for solving these problems, considering the large-scale use of digital technologies.

The article reveals innovative approaches to professional training, retraining and advanced training of employees, building their business careers for domestic organizations. The increase in the importance of human resources in modern conditions of hyperdeterminacy of the external environment of the organization is justified. The key barriers that prevent the implementation of the concept of self-learning organizations in domestic practice are identified: lack of competent specialists who have experience in implementing this concept in practice; lack of financial resources; lack of understanding and unwillingness on the part of management to implement this concept. Innovative methods of personnel training are described: case method, "Secondment" training, distance learning, training, coaching, "budding" training, virtual training, gamification (gamification), Lego serious play method. The article reveals innovative approaches to building a business career, implemented in conditions of increasing staff mobility through the use of the "secondment" method and horizontal promotion, which can contribute to the formation of multicompetence and increase the employee's competitiveness. The economic and social efficiency of investment in the development of human resources of the organization is justified. Economic efficiency is reduced to improving the quality of labor resources, generating additional profit, optimizing the workflow, and increasing competitiveness in the market. Social effectiveness is expressed in increasing employee satisfaction with the process of training and professional growth, their motivation to work and increasing loyalty to their organization. It is concluded that the use of innovative approaches to personnel development for Russian organizations will increase the expected economic and social effects even in conditions of instability of the financial situation of organizations and the economic crisis.

Profound changes in the social and labor sphere are followed by both emergence of the new opportunities associated with the development of flexible forms of employment, expansion of opportunities for employment, humanization and digitization of work, and the emergence of new threats: the occurrence of such phenomena as employment preсarization, growth of the informal components in the labor relations, distribution of practice of bringing the labor relations to the civil legal area, and so on. As a result, controversies between the main participants of the social and labor relations grow. An effective and worldwide recognized mechanism of resolving them is the social partnership which has the deep historical roots going back to outstanding thinkers of antiquity. During later historical periods the ideas of social partnership gained development in the works of domestic and foreign scientists, public and statesmen. In the Russian Federation social partnership has the specific trajectory of development which has developed under the influence of both historical and modern factors. The carried-out analysis allowed to reveal the following problems of formation and development of the social partnership system in the Russian Federation: sociocultural features, weakness of the trade-union movement, development of non-standard forms of employment, differentiation of the income of the population, low interest of the government. The designated problems which are slowing down the process of transition of the social and labor relations to partner type are manifested both on federal, and on regional levels. To research the extent of development of collective contract regulation and identification of the problems which take place in the system of social partnership at the local level sociological survey of workers of a number of the Russian organizations was performed. As a result, it was found that collective contract regulation of the social and labor relations in the Russian Federation at the local level demands improvement. The main problems of system of social partnership at the local level are: weak knowledge of trade-union members concerning the activity of those organizations, especially at the sectoral, regional, and territorial levels; unwillingness to resolve the issues of social and labor regulation at the organizational level without governmental support and lack of the developed practice of conducting collective negotiations; passivity and weak motivation of trade-union members in protection of their labor rights; weak feasibility of practical implementation of the collective agreement provisions. The results of the theoretical and empirical researches allow to predict the trajectory of further development of social partnership consisting in strengthening of the social component due to the extension of the database concerning the problems of the social partners.