Том 10, № 4 (2023)

The consequences of the pandemic and the sanctions pressure on Russia reinforce the evolutionary problems of staff shortage in the labor market. The article is aimed at solving the problem of system analysis and forecasting changes in the labor supply in the medium term, taking into account the processes of natural population movement, migration flows and qualitative analysis of human capital.The analysis of the unemployment rate, the structure of the labor force and its dynamics is given. The current decline in the unemployment rate is caused primarily by general trends in the number of employees and shock effects under the influence of a special military operation. The recovery of the country's economy and the need to ensure Russia's industrial safety in the medium term will significantly increase the problem of staff shortage in the country. The results of the study allow to take them into account in the formation of personnel and educational policy both at the level of economic entities and at the level of state regulation.

The authors explores workforce capacity as a tool for increasing the competitiveness of industrial companies. With the development of technology in order to fully meet the needs of the market (national and international one), industrial companies are actively modernizing. The complex processes of economic relation transformation and the development of modern market conditions require new approaches to the organization of production activities, principles and methods of personnel management. In the course of economic reforms, industrial companies have undergone significant changes both in terms of the socio-economic nature of ownership and in terms of the qualitative and quantitative characteristics of their production capacities.The primary task in such circumstances is to determine competitiveness, namely, the specific criteria that a competitive company must meet. The existing business theories are nothing more than carefully thought-out corporate experience in different countries and time periods. They do not give a clear answer to the following question. Why is one company more competitive than another? This is quite logical, since the company's competitiveness is influenced not only by specific factors, but also by their totality. Therefore, competitiveness is not only difficult to determine, but also extremely difficult to measure. The know-how that brought success to one company may not be effective for other companies. In this connection, the problem of creating a mechanism for developing the workforce capacity at industrial companies that will meet the goals and objectives of sustainable development in a competitive environment is an urgent topic of many scientific studies.Analysis and planning of human resources contributes to the retention of talented employees, increasing competitive advantages. The article may be of interest to managers of large and medium-sized companies of various industries from both scientific and practical points of view, as well as academic staff, graduate students and undergraduates.

The relevance of the topic is associated with the acceleration of global population aging. The authors focused on the problems of the modern labor market in China, due to the increase in average life expectancy and the growing presence of young elderly people (citizens aged 55 to 70 years). Based on data on China, a statistical analysis of the mechanism of the impact of the development of the digital economy on the employment of young elderly people was carried out. Based on the results of the analysis, conclusions were drawn about the main directions of transformation of the structure of employment of young older people, offering new jobs for them, introducing flexible forms of employment for young older people, and overcoming barriers to their employment in new jobs. It concludes with recommendations for promoting effective human resource development for the young elderly through four-way linkages between government, businesses, families, and citizens themselves. The article might be interested to a wide range of readers wandered about the current trends for labor market.Acknowledgements: This research was carried out under the project of the Chinese National Foundation for Social Sciences (No. 22BJY045).

The research is aimed at identifying and analyzing the current directions of wage differentiation in the regions as a factor in the development of the Russian economic space. The indicator of wages in the region without an appropriate adjustment to the price level may give an incorrect idea of the real profitability of labor. The problems of adjusting wages to the price level in the regions of the Russian Federation and foreign countries are considered. Choosing the place of employment, the employee focuses not only on the amount of wages, but also on a number of other indicators. To facilitate such a choice, it would be useful to form a generalized index characterizing the attractiveness of labor in the region. This index can be formed on the basis of several indicators characterizing the region as a place of residence and place of work. The assessment of the degree of interregional wage differentiation in Russia should serve as an information basis for making managerial decisions in the field of income policy, employment policy and migration policy. Regional state authorities and local self-government bodies should take measures to increase the attractiveness of subordinate territories for both investors and hired labor.FUNDING. The article was prepared within the framework of the state assignment of the Institute of Market Problems of the Russian Academy of Sciences; the topic of research is "Modeling the processes of ensuring sustainable and balanced socio-economic and spatial development of Russia and neighboring countries in order to form the Greater Eurasian Partnership".

The period of 2022 corresponds to the concept of an economic crisis and also bears signs of a migration crisis. The migration crisis is accompanied by dramatic changes in migration flows. The article describes changes in the flows of local labor migration on the example of the Kirov region, where there was a significant increase in the number of industrial employees.A cross-analysis of the dynamics of changes in the number of unemployed, self-employed and individual entrepreneurs showed that the increase in the number of industrial employees in the region was not due to the unemployed. The phenomenon of fictitious labor migration at the local level is described, when parallel employment of citizens in two enterprises and the employment of self-employed and individual entrepreneurs as employees begins to acquire mass character.Taking into account the facts of fictitious labor migration will strengthen proactive policy both in the field of economy and migration.