Russian Journal of Labor Economics

Labor market monitoring is a study based on the analysis of demand, supply, wages and competitiveness assessment. Regular monitoring observations are necessary to solve the problems of state regulation of the labor market. The article analyzes the characteristics of the most extensive monitoring of the labor market in the Russian Federation (Monitoring of the Rostrud of the Russian Federation, monitoring by the constituent entities which make up the Russian Federation, monitoring by wages, etc.). The foreign experience of a number of countries is given. The multilevel and multi-purpose monitoring system of labor market research in the Russian Federation is under active improvement. So far, Russia has not developed unified approaches to the analysis and monitoring of the labor market in the professional qualification and industry context; therefore, the methodological approaches of the Council for Professional Qualifications are highly differentiated.

This article raises questions related to the main trends and driving forces in the evolution of forms of joint activity as a fundamental characteristic of labor. The main transformations in joint activities occur under the influence of a number of factors, the key of which are technological progress and a change in the role of a person in the labor process. Digital technology has contributed to the development of collaborative creative activity and its virtualization, and the formation of new models of labor and employment organization. It is shown that Y and Z generations become the main driving forces of creative activity. The article also raises problems related to the sustainable development of employees in conditions of self-employment, as well as the need to develop new approaches to human resource management in the context of new employment models.

The article is devoted to the study of the humanities students' views, preferences, motivations and ideas about professional future. The problem of matching vocational training with the requirements of the labor market and with the interests of the youth themselves is an urgent task, both from the standpoint of the labor market and the education system. The authors conducted a survey of students of 15 universities in five cities of Russia. The article shows that respondents' views on future work depend not only on the requirements of the profession, but also on the socio-demographic characteristics of students. The results allowed to draw a socio-cultural portrait of a humanities student. The views of humanitarians are strongly influenced by the gender factor. Traditional cultural stereotypes in the field of employment still persist, which will continue to influence the plans and behavior of humanitarians. Their preferences are also largely determined by the financial situation of the family. Their preferences are, in most cases, quite high. This allows humanities students to consider monetary motives as secondary when choosing a future job, giving preference to such criteria as the possibility of self-development. Humanitarians adapt better than representatives of other specialties to the labor market, to new trends in employment, and show a great desire to work freelance. Freelancing corresponds to their desire to combine work and personal life and have a flexible work schedule, providing a large number of vacancies corresponding to their profession, with the remote nature of work. It is revealed that entrepreneurship is considered by humanitarians only from the standpoint of monetary income.

The COVID-19 pandemic has shown the extreme importance and relevance of the work and remuneration of medical staff. The development of an industry-specific remuneration system for medical staff is a priority area for improving the healthcare system of the Russian Federation. The authors proposed a mechanism for the development and implementation of an industry-specific remuneration system for medical staff. In the course of the study, approaches to the formation of official wages, compensatory and incentive payments were developed. The developed remuneration system is aimed at increasing transparency, providing the conditionally constant part of earnings (through the introduction of uniform approaches to setting official wages and uniform lists of compensatory and incentive payments), and a significant increase in the average wage of medical staff when it is introduced.

The article discusses the features of the electronics industry in Russia from the point of view of the development of qualified staff. High capital intensity and low profitability in the industry, as well as the global nature of competition impose special requirements on the competencies of employees in Russian companies. At the same time, working conditions at Russian companies lag far behind advanced companies. Countries that strive to maintain a leading position offer wages significantly higher than the average for all sectors of the economy. For the modernization of the electronics industry, the measures proposed by the Government may be ineffective without a review of wages in the industry. Now the average age of employees exceeds 40 years, and graduates of industry universities do not plan to work in their specialty. With such starting positions, the reform of the electronics industry will come to a standstill by 2030, since qualified personnel will choose a related specialty with a higher level of remuneration. At the same time, the outdated material base does not allow employees to improve their skills, which exacerbates the lag behind the industry leaders. It is proposed to revise the remuneration based on the salaries of academic staff and a system of foreign internships for a faster increase in personnel potential.

This article examines the peculiarities of working conditions in the hospitality industry and their impact on employees' occupational injuries. The authors focus on the role of social and communicative factors associated with the interaction of staff and clients. The authors identify their negative impact on work intensity and the level of risk of conflicts, psychoemotional breakdowns and injuries. Recognizing the complexity of rationing these factors, the authors propose a number of organizational and managerial measures to prevent hazards and reduce the risks of occupational injuries, including through managing the density of the communicative space. The purpose of the study is to find solutions to minimize production risks and ensure the companies' well-being in this area of economic activity, which can be useful for specialists involved in occupational safety and risk management in the hospitality industry.