卷 10, 编号 10 (2023)

The formation of a strategy for the development of the economy of the Russian Federation is an important state task that causes an increase in the standard of living. Within the framework of the strategy of economic development of Russia until 2035, the current status of the identified unresolved problems is analyzed. The block of questions of the personnel potential of the constituent entities of the Russian Federation of demographic, professional-qualification and production aspects is examined. A ranking assessment of the following indicators was carried: the indicators of the permanent population, natural and mechanical growth, and changes in the structure of the employed population. The share of the gross regional product of the constituent entities in the gross regional product of the Russian Federation was determined. The labor productivity index for the subjects of the federal districts was calculated. The main directions for improving demographic policy, reforming the system of professional education of employees, increasing the indicators of gross regional product and labor productivity are proposed.

The article is devoted to the description of the Digital Labor Market Model software package related to the analysis of vacancies and resumes presented on digital exchanges of the Russian labor market. The research is a project developed and implemented within the framework of the activities of the Autonomous Non-profit Organization Center for Scientific Research in Career Guidance and Labor Psychology at the present time. The data on the causes of the deformation of the structure of professions represented on domestic digital exchanges are given. The construction of an objective system of labor market indicators is proposed. This allows to provide the most objective assessment of the labor market by available vacancies and resumes in relation to local areas and regions.The authors make the conclusion about the need to introduce more accurate identification of professions in vacancies and resumes, the distribution of professions, the analysis of the structure of the market of applicants, the existing personnel distortions by industry, companies and localities. The presented digital program will allow the introduction of new mechanisms for regulating the labor market in modern Russia.

Increasing life expectancy and declining birth rates are leading to demographic aging of the population and a corresponding increase in the number of older employees. It is particularly important to develop the professional potential of the population in this age group. In conditions of accelerating technological progress, digitalization of the economy, automation of routine operations in production, the emergence of language generative models, and the spread of remote forms of employment, it is the development of digital competencies as an integral element of the professional potential of older employees that is becoming a key problem of the main economic agents in the labor market. This article presents the results of a statistical assessment of the level of digital competencies of the older population and the level of age-related technophobia. Separate aspects of digitalization in the workplace (remote employment) and digital competencies (the need for knowledge in the field of IT) are analyzed. It is revealed that the Russian Federation has a high level of digital technology proficiency. This level has age-specific characteristics. The younger population is optimistic about ICT, while the older generation is moderate in their assessments and rather does not experience the impact of new technology on their lives. There are still limited opportunities for remote employment in the workplace, and with age, employees feel less need to improve their own digital literacy, which may be related to their employment structure (employment in non-technological industries).

The application of job evaluation to justify the permanent part of wages allows for equal pay for labor of equal value. Therefore, the research goal was to study the tools for job evaluation and their improvement. The article analyzes the terms related to this problem and gives the authors' interpretation of the concept of job evaluation. The main existing methods of the job evaluation are summarized; their advantages and disadvantages are highlighted. The training time method, insufficiently covered in modern scientific literature, is considered. The following research methods were used: content analysis and comparative analysis of scientific literature, legislation and Internet sources, general scientific methods of cognition, such as analysis and synthesis, induction and deduction, abstraction and concretization, etc. The scientific novelty of the research is to improve the conceptual apparatus for job evaluation and the developed scheme of choice the method of job evaluation. The materials contained in the article can be used by organizations of all forms of ownership when developing a system for job evaluation, as well as by executive authorities when preparing appropriate decisions in the budgetary sphere and in the economy as a whole. In the future, the authors plan to work on the development of a methodology for job evaluation for its application in state and municipal institutions.

The article provides justifications and calculations for the introduction of a graded system of remuneration in private medical institutions on the example of dentistry. A brief overview of the concept of grading in comparison with tariff wages is given. Five stages of implementing the grade system in a medical institution are described. During the creation of the system, a description of positions with a division into positional levels and categories was made. The author determined the value of each position by assigning each factor an assessment of its weight by a point-factor method and built grades, assigning each a range of points. As a result, it was suggested to establish official salaries by creating salary range. It is concluded that such technology allows to introduce a unified salary system for all departments in a medical organization, builds a transparent system of professional growth, and the increase in wages is associated with the assignment of a grade based on the evaluation results, which increases motivation for continuous improvement and development.