Labor market, activities of the organization in the labor market
Labor market is an integral and integral part of the market mechanism of management, which is a set of economic relations that develop in the sphere of exchange.
The labor market has the following characteristics. The labor market is: firstly, the totality of economic relations between the demand and supply of labor; secondly, - the place of intersection of various economic and social interests and functions; thirdly, from the point of view of enterprises, the field of relations between an individual enterprise and its employees, i.e. potential or actual employees who are thinking of moving to a new job within the firm.
The main subjects of the labor market are employers and employees.
Employer- the employer, which can be represented by different figures depending on the legalized structure of property relations. These can be: state unitary enterprises, joint-stock companies, public organizations, private unitary enterprises, business associations, joint ventures, individual employers, etc.
Wage-earners These are able-bodied citizens for whom employment is the main source of livelihood and individual reproduction. For employers, they represent a different value depending on gender, age, qualifications, social status and a number of socially acquired qualities - responsibility, diligence, discipline, enterprise, etc.
The system of relations in the labor market consists of three components (Figure 3):
Relationships between employees and employers;
Relationships between labor market actors and representatives (trade unions, employers' associations, employment services);
Relations between the subjects of the labor market and the state.
Figure 8.5.1. The system of relations in the labor market.
The presence and interaction of all elements of the labor market are necessary for its functioning. The labor market performs a number of functions:
Organizes meetings of employers and employees;
Provides competition in the labor market, both between employers and between employees;
Sets equilibrium wage rates;
Contributes to the solution of employment issues;
Provides social assistance to the unemployed.
The main function of the labor market is to ensure, through the sphere of circulation, the redistribution of labor in the national economy between sectors and spheres of production and to provide work for the unemployed population.
The main elements of the labor market:
1. Demand for labor is the need of the economy for a certain number of workers at any given moment. Usually such a need is expressed in individuals. Total demand should be quantitatively equal to the number of employees plus available vacancies.
2. Labor supply- this is the need of various groups of the able-bodied population in obtaining work for hire and, on this basis, a source of livelihood. In quantitative terms, it is equal to the number of persons entering the open labor market and applying for employment to employment services or directly to enterprises and organizations.
Analysts of large recruiting companies have come to the conclusion that this year will be a turning point for the Russian labor market. In the future, companies will seek to hire only highly qualified employees, and existing ones will be placed in such conditions that they will either have to develop with the company or leave.
Changing jobs is a big risk
An analysis of the labor market showed that almost half of the employees of large companies have changed jobs themselves or observed a reduction in personnel reserves over the past year. The wave of layoffs directly or indirectly affected the majority of the workforce. A quarter of survey participants reported that companies have reduced salaries and bonuses. But even dissatisfied employees are in no hurry to quit and change jobs.
Along with an increase in the number of laid-off employees, an analysis of the situation on the labor market shows an increase in competition. But being a newbie in a foreign company is a big risk of falling under another layoff. The number of resumes on the largest job sites has been declining over the past three years, people rarely leave of their own accord, and the search for a new job is rather passive.
During 2016, 2% of respondents were demoted, 10% were promoted, and 5% moved to another department or an equivalent position in the same company. More than half of the workers (53%) did not change their place of work or position, and 30% fell under a wave of layoffs and were forced to change companies.
Time to search for a new place has increased
An analysis of the state of the labor market conducted by NN, a Russian Internet recruiting company that, in addition to selling information from a database of resumes and vacancies, is also engaged in research activities, reports that the search time for a job has increased by one and a half times. If back in 2014 a specialist was ready to search for a job within three months, then already in 2016, four to six months were considered normal.
Employers have also extended the closing time for vacancies. Competition among applicants has increased, there are more applicants for a place, so it has become harder for management and personnel departments of firms to make a choice. The number of selection stages when hiring new employees has also increased.
Employers choose candidates with experience
The demographic pit of the nineties also influenced modern trends - this is clearly shown by the analysis of the labor market in Russia in 2017. Today, many companies make the final choice towards more experienced and age applicants. In the future, the situation will change - by 2019-2020, the working-age population of Russia will decrease by more than three and a half million people.
Experience was not required or was not taken into account in 28% of vacancies in 2014, in 2015 only a quarter of employers allowed the possibility of hiring an employee without experience, and in 2016 only 22% remained.
The largest category of vacancies are those that require work experience from one to three years. In 2014-2015 almost half of employers (48%) preferred to hire new people with little experience, the figure remained relatively stable and in 2016 - 47%.
More significant experience (from three to six years) was required in 2014 to be able to apply for a fifth of the vacancies. In 2015, the same indicator increased to 23%, and in 2016 it amounted to 26% of the total number of job offers.
In 2014, only 3.5% of employers gave preference to candidates with more than six years of experience, in 2015 the same figure was 4.4%, and by 2016 it had increased to 4.7%.
This is an analysis of the development of the labor market by share of vacancy by work experience for 2014-2016. The latest data (2016) is shown separately in the chart above.
Analysis of the labor market showed the demand for specialists over 35 years old five to ten years ago, recently employers have begun to pay less attention to the age of the applicant. But still, company executives and personnel officers are more willing to consider candidates for service and administrative positions over 35-40 years old. In some areas, they even give preference to employees over forty: such applicants change jobs less often and are more loyal to the company. But, of course, candidates are selected from those who are more suitable according to the requirements on a competitive basis.
It's hard to find a specialist
Despite the fact that after the crisis of 2014-2015, competition among job seekers has increased one and a half to two times, it has become more difficult for companies to find a suitable employee. Often, candidates think long before taking the plunge, change jobs less often, and companies no longer lure high salaries.
The following trend has also emerged: employees do not wait for dismissal, but move to a new position themselves, bypassing the stressful phase of active search. Thus, the analysis of the labor market showed that the total number of candidates has increased, but the number of those who are suitable for employers has remained at the same level. All this added work to recruiters, managers and company executives.
The average annual HH-index (ratio of resumes to vacancies) in 2016 was 9.6, in 2015 - 10.1 - these are labor market analysis data from the HH agency. Today, competition in Russia (the number of resumes per vacancy) averages six people per job. This is a moderate value that turns the market in favor of the employer. In 2017, the increase in vacancies, compared to the previous one, amounted to 21%, the increase in resumes - 14%.
The diagram below shows the dynamics of the HH index by months in 2016-2017.
As of 2016, the ratio of the number of resumes to vacancies (HH-index) in the regions of the Russian Federation was as follows:
- Central Federal District - 7.1.
- Northwestern Federal District - 6.8.
- Southern Federal District - 6.4.
- Volga Federal District - 5.7.
- North Caucasian Federal District - 5.3.
- Ural Federal District - 5.2.
- Siberian Federal District - 5.2.
- Far Eastern Federal District - 3.8.
HH-index in professional fields
In certain professional areas, the index of the ratio of available resumes for the last two months to open vacancies is as follows:
- Consulting - 0.9. The least competition, but also an insignificant number of proposals, one applicant hardly applies for one place.
- Service - 1.3.
- Insurance - 1.4.
- Working specialties - 1.5.
- Medicine and pharmaceuticals - 2.
- Banking, investments - 2.3.
- Sales - 2.6.
- Automotive business - 2.8.
- Programming and information technology - 2.9.
- Tourism business - 3.4.
- Advertising and marketing specialists - 3.4.
- Construction and real estate - 3.7.
- Manufacturing sector - 4.
- Education and science - 5.2.
- Logistics, transportation and procurement - 5.3.
- Beauty industry, sports - 5.4.
- Security - 5.9.
- Administration employees - 6.8.
- Extractive industry - 7.
- Finance, accounting, accounting - 7.4.
- Students and graduates of universities - 8.3.
- Jurisprudence - 9.1.
- Media, arts and entertainment - 9.3.
- Public service and non-profit organizations - 11.4.
- Top managers - 12.2. The maximum level of competition.
Hope for internal recruitment
Despite the continuing trend of mass layoffs, companies are increasing the value of a single employee. Today, most managers and executives are ready to train a promising employee, rather than hire someone “from the outside” for higher positions. Back in 2014-2015, only one person from the state applied for open vacancies, but now every fifth offer is closed at the expense of existing employees.
The time for cuts is passing
Despite the fact that quite recently the market was characterized by mass layoffs, today most companies are more optimistic about the future. In 2017, only 12-14% of employers continued to reduce staff. If layoffs continue, then only as part of improving the efficiency of the company: they will part with those who show poor results or do not cope with their duties.
Positive dynamics of vacancies
An analysis of the labor market in Russia shows that the leaders in terms of the number of open vacancies are now the public sector and non-profit organizations (over the current year, the number of offers increased by 118% compared to the previous one). Positive dynamics is also maintained:
- by working professions (83%);
- in the extractive industry (68%);
- production (54%);
- pharmaceuticals and medicine (51%);
- automotive sector (49%);
- service (47%);
- arts, entertainment and mass media (47%);
- logistics and procurement (38%);
- fitness, beauty industry and sports (34%);
- education and science (34%);
- tourism business (34%);
- in jurisprudence (33%);
- household staff (31%);
- in construction and real estate (31%).
“In the black” are programmers, HR, marketing and advertising managers, administrative staff, salespeople, accountants, top managers.
Professionals at risk
The number of vacancies in 2017 decreased in consulting and insurance. In connection with the increased inflation, the number of purchases of insurance programs has decreased, therefore, the demand for insurance agents has also fallen. The demand for these specialists has also fallen earlier, by almost 30% in 2016 compared to 2015.
The dynamics of resumes by profession
An analysis of the labor market by profession shows that the number of job seekers has increased (by 60% compared to the previous year). The number of candidates for domestic staff (39%), public service and non-profit organizations (31%), medicine and pharmaceuticals (31%), education and science (30%), security (27%), service (26%) is also growing. %), counseling (30%). The number of resumes of workers in the extractive industry (22%), in the field of logistics and transport (22%), procurement (22%), in the arts, entertainment, media and mass media (the same 22%), and the tourism sector (20%) has increased.
Fewer applicants became only among insurance agents (-1%), but risks remain in the banking sector (growth was only 2%), information technology and accounting (6%), and personnel management (5%).
At the same time, over the past year, most resumes (in numerical terms, not in percentage terms) were posted by students, salespeople and sales managers, administrators, accountants, programmers, logisticians and drivers, marketing and advertising specialists - such data is provided by the analysis labor market in Russia.
Defining year for the market
By all indications, it is the results of 2017 that will become decisive for further analysis and forecasting of the labor market. For 44% of firms, 2015 ended better than the previous year, and in 2016 this figure was already 28%. Just like last year, 33% of companies evaluated the results in 2015 and 51% in 2016. Worse than last year, 2015 - 20% of companies graduated, 2016 - 19%. Two percent of firms at the end of 2015 were at the stage of liquidation or bankruptcy, in 2016 the figure dropped to one percent.
Key recruitment trends
Among the key trends, the analysis of the Russian labor market reveals a real increase in requirements for the professional level of candidates. It is expected that as early as 2018, the reduction in the number of vacancies for low-skilled employees will begin. If the situation does not change, then by 2022 every fourth or fifth applicant may become unemployed in Russia.
Changing budgets
More and more companies are choosing budget channels for finding new employees. An analysis of the labor market of the Russian Federation has already recorded an increase in budgets for training existing employees (preparing the ground for advancement within the company), outpacing the increase in salaries for highly qualified or talented specialists.
Average salary in Russia
According to Rosstat, the average salary in 2017 is more than 35,000 rubles, or 30,000 after income tax. At the end of the year, the income of the population is projected to grow (largely due to the receipt of the “thirteenth salary” for the New Year holidays and bonuses) to 47.5 thousand, excluding tax deductions.
Compared to previous years, salaries in Russia in rubles continue to grow (from 27 thousand in 2012 to 32.6 in 2014 and 36.7 in 2016), but in dollar terms, everything is not so rosy. The average monthly salary of an employee in 2012 was $885, in 2013 - $915, in 2014 - $827, in 2015 - $550, in 2016 - $605. passed the thousand dollar mark.
Interestingly, in Russia, almost 70% of employees at the end of the month (before taxes) receive an amount that “does not reach” the average salary in the country. Almost 10% of the population receive wages below the subsistence level. Slightly more than 35% of Russians receive twenty thousand a month or less, half of the citizens are content with a salary of up to 30 thousand.
Unemployment rate
As for the unemployment rate in Russia, the rate dropped below 5% for the first time since 2014. In August 2017, almost four million Russians were considered unemployed, which is 4.9% of the working population. Rosstat estimates the total number of labor resources in the Russian Federation at almost 77 million people.
Applicant portrait
An analysis of the labor market and resumes of candidates allows us to determine the average portrait of the applicant for 2017. The median is female (51%) or male (49%) between the ages of 26 and 35 with three to six years of work experience. The overwhelming majority of candidates (68%) have higher education.
The chart below shows the full distribution of candidates by gender, age and work experience in all professional fields. So, it is clear that in second place are applicants from 20 to 25 years old with up to three years of work experience, then - 36-45-year-old Russians with more than six years of professional experience.
Sixteen percent of applicants have secondary specialized education, ten percent have incomplete higher education (students starting their careers fall into this category), only six percent have only general secondary education. This is general information for Russia, while completely different indicators are typical for Moscow or St. Petersburg.
For example, 73% of applicants in the capital have completed higher education, 10% are students, 12% are people who have graduated from secondary specialized educational institutions, 5% of candidates have only general secondary education. The number of open vacancies in Moscow over the past year has increased by 16%, and the number of job seekers - by 7%.
In St. Petersburg, 68% of applicants have higher education, 12% have incomplete higher education, 14% have specialized secondary education, and 6% have only secondary general education. During the year, the number of vacancies in the Northern capital increased by 17%, the number of active resumes - by 13%. The average proposed salary of a candidate is 47.7 thousand rubles, the average expected - 52.3 thousand.
Thus, the analysis of the labor market in 2017 shows that in the future, specialists will need to improve their professional level in order to stay afloat.
Theoretical aspects of the labor market
The labor market is one of the main components of the national economy: the well-being of the whole country depends on its functioning. How does it manifest itself? An active competitive environment in the labor market makes it possible to adjust the demand for labor and its supply, moving them to a point of equilibrium where wages are able to satisfy the contractors - sellers and buyers of labor. The speed with which this interaction takes place is a clear indicator of the functioning of the system: the faster the employer and the employee come to a consensus on wages, benefits and other aspects, the faster the production of goods and services will be established. The growth of business activity, in turn, affects economic growth. Thus, active competition in the labor market has a positive effect on economic growth, and since competition is possible only with a certain natural number of unemployed people, unemployment can also have an indirect effect on economic growth.
It is worth noting that there are different types of unemployment: structural, frictional and cyclical. Structural unemployment is associated with technological changes in production, for example, when, in order to reduce costs, old, more labor-intensive equipment is replaced and, accordingly, a search for new qualified personnel after the dismissal of the former. Frictional unemployment is associated with the time spent looking for work: after dismissal, with a voluntary change of job, with a temporary loss of seasonal work, and with the first job search by young people. Structural and frictional unemployment make up its natural, constant level, which is a necessary condition for economic growth, since the level of business activity in the country depends on it. Cyclical unemployment, on the other hand, is a dynamic phenomenon: it increases during an economic downturn, peaks during a period of stagnation, and decreases with economic growth.
On the one hand, such a phenomenon as unemployment has positive consequences: it stimulates competition in the labor market, leads to an increase in productivity and economic growth. On the other hand, they are negative: it leads to an increase in poverty in the country, social inequality, etc. Thus, the unemployment rate should be optimal within a particular country in order to minimize its negative consequences and maximize its positive ones.
Unemployment is closely related to inflation: back in the second half of the last century, Phillips showed that the leadership of the country always faces a choice between inflation and unemployment (the so-called "Phillips curve"). A low level of unemployment, that is, almost full employment of the population, leads to an increase in output, aggregate demand gradually adjusts to it, which leads to an increase in prices or inflation. As a result of high inflation, money and, accordingly, savings depreciate. With low or zero inflation, prices are not able to quickly adjust to changing market conditions, production and output are reduced, wage workers lose their jobs and earnings, which leads to an increase in unemployment and a deterioration in national welfare. Therefore, such an implicit relationship between inflation and unemployment also exists in the implementation of the inflation targeting policy, which has become so popular in the economic community, and is aimed at curbing inflation. Central Banks around the world are taking note of this by setting a target above zero.
“The unemployment rate should be optimal within a particular country in order to minimize its negative effects and maximize its positive ones”
The current state of the labor market
In 2014, following a number of other countries, the Central Bank of the Russian Federation decided to implement an inflation targeting policy with a target value of 4%. As inflation declined and approached the target (at the end of 2016, inflation was 5.38%, according to the StatBureau), the unemployment rate in the country slightly increased.
According to the latest data from Rosstat, unemployment in March this year amounted to 5.4%. Entry-level accountants and call center employees, as well as specialists involved in the document circulation, began to fall under the reduction more and more. Not only bankrupt inefficient enterprises are parting with employees, but also stably functioning, as well as developing industries, due to the transition to new technologies and the introduction of equipment into the production process that replaces human labor. Many companies optimize their own personnel in this way.
Most single-industry towns in such conditions are as unprotected as possible. City-forming enterprises operating within the framework of small towns focus more than half of the entire working-age population of regional centers on their production. Having fallen under a wave of layoffs, the population is unable to find work in another decently paid place, since in principle it may not exist. Hence the growth of unemployment, poverty, social inequality and other acute problems.
However, as the Prime Minister Dmitry Medvedev at a speech with the annual report of the government in the State Duma, the unemployment situation in the country is beginning to improve, the waves of mass layoffs are ending, and all the victims will be assisted in finding a new job.
Labor Market Trends
The current state of the economy made it possible to stop the wave of mass layoffs in the country: according to Zarplata.ru, 46% of companies are not ready to part with employees and reduce the size of the niche occupied in the market, 40% plan to increase the staff in order to make up for some of the staff cut during difficult periods, and only 14% - are aimed at reductions. All in all, an optimistic picture emerges for those who have not yet found their dream job.
Due to the situation with the dollar, prices in the country have increased significantly over the past few years, which has led to the need for indexation of workers' wages, for which most employers are already ready. Now more attention is paid to bonus schemes, which began to include new systems of material motivation based on the final result. Employers raise the level of performance requirements for each individual employee: they are not ready to waste money on training and retraining of personnel, a measurable result is important, which is paid separately.
Company specialists realized that there is no need to hire employees for lower positions without work experience, provide them with mentors, explain every step to the smallest detail and teach elementary work. Costs turn out to be much lower and the workflow itself is more efficient if you draw up and thoroughly work out the job description, provide a list of measurable tasks and indicators, and provide materials for each individual type of work. In this case, both the staff and the costs of firms are significantly reduced.
Companies also began to refuse to poach specialists from other organizations with promises of fabulous salaries. And the employees themselves are now reluctant to change jobs: according to RBC, the increase in new resumes last year was only 18%, which is significantly less than the increase in the year before last - 44%. Candidates are wary of job change proposals, carefully considering actions before making a final decision.
“An optimistic picture emerges for those who have not yet found their dream job.”
As for the time of job search, its average duration after the crisis of 2014-2015. increased from three to 4-6 months. By and large, this happened due to increased competition in the labor market: there are many who want to work for a decent salary. Among a larger number of candidates, it becomes more difficult for the employer to make a decision, so the closure of the vacancy is pushed back and the number of selection stages increases. Experienced specialists in this fight are still a priority.
Due to the difficulty of recruiting new staff, employers prefer to invest in the professional development of existing employees, providing them with career growth instead of attracting workers from the external market. The recruitment of new personnel this year is expected in the field of sales, for senior positions and IT specialties, as well as HR and marketers.
It is becoming increasingly popular to create a "bench" based on responsible freelancers who receive a small amount of work, and who are also able to combine several types of employees' activities. As experience shows, it is desirable for companies to have easy-going employees who are ready to do any specified uncomplicated work.
Many employers are especially happy to take advantage of the readiness of the population for labor migration, attracting specialists not only from neighboring regions, but even countries. Recently, remote work has become popular: in this way, for example, programmers or photographers can be recruited.
As noted above, HR specialists, taken out of the workforce a few years ago, are once again becoming essential for personnel management and training. The increase in vacancies for this position was 46% in the past year. But will new HR professionals give preference to “fresh” university graduates when selecting candidates for an open vacancy?
Employment of graduates of higher educational institutions
As you know, it is quite difficult for young specialists to find a job in their specialty, especially if there is no work experience in this area yet. How well university graduates are employed in the country is reported by the Ministry of Education and Science of the Russian Federation in its annual monitoring, which has been published on the official website of the ministry since 2013.
A special concentration of universities is noticeable in the capital of Russia, Moscow: here educational services are provided by 186 higher educational institutions, both public and private. However, the average amount of payments to graduates is not the maximum in the country, higher salaries are received by graduates of the Chukotka (average 81,941 rubles) and Yamalo-Nenets Autonomous Okrugs (average 76,752 rubles). The lowest wages are in the Ivanovo Region (15,441 rubles on average), the Republic of Dagestan (15,681 rubles on average) and the Republic of Karachay-Cherkessia (14,922 rubles on average).
As the monitoring results show, Moscow is a city of opportunities: it is here that graduates try to build their own business if they wish, starting with the creation of small cozy coffee houses and ending with the foundation of a large industrial production. In addition, St. Petersburg is also open to start-up individual entrepreneurs, where among 68,746 graduates of 2015, 1,308 people began to work for themselves. Also, private business is popular among graduates of the Krasnodar Territory, which has concentrated 1,197 students who graduated from universities and are ready to engage in entrepreneurial activities.
It should be noted that the most employed are specialists in chemical technologies, physical and technical technologies, instrument making, mechanical engineering, pharmaceuticals and pharmacology, service and tourism, as well as educational and pedagogical sciences. It is more difficult to find a vacancy for specialists in the field of law, economics and management, musical art, linguistics, literary criticism, art history, political science, regional studies, history, archeology and sociology.
The average age of graduates varies and ranges from 24 to 28 years for different universities. This is due to the fact that many institutes and universities have moved from a specialty to a division of education into bachelor's and master's programs. For those wishing to obtain a higher scientific degree, it is necessary to extend the term of study within the walls of the university for at least another 2 years.
The labor market makes high demands on the level of education today: to get a coveted job in many large companies, it is not enough to have a bachelor's degree alone, employers need a more educated specialist, preferably with several diplomas at once. That is why the demand is growing not only for public educational services, but also for private ones: there are commercial schools for advanced training, and faculties of correspondence and distance learning are becoming more common. “Knowledge is the best currency of the 21st century,” says Vladimir Putin.
In the conditions of such a boom in higher education, such a desire of people to be specialists in various fields, it is necessary to create all conditions conducive to the application of knowledge and their even greater development. Diplomas obtained by hard work and, accordingly, skills and abilities should not "gather dust" on the shelf, they must be able to be applied in practice, because "we learn not for school, but for life." But will the years spent within the walls of the university be wasted due to the lack of demand in the labor market?
Top 10 most demanded professions
About what professions are most in demand today, tells the top 10 compiled according to the Internet.
- IT specialists. Computer technology is developing at an incredible pace, so the demand for IT specialists is only growing and does not plan to decline in the next decade. The most popular services are application development, website promotion, etc.
- Engineers, architects, designers. After the freezing of many building structures during the crisis of 2014-2015, construction began to develop again in the country: residential complexes in million-plus cities are growing by leaps and bounds, there are more and more construction companies, and the demand for quality specialists in this area is growing rapidly.
- Medical workers. Getting paid medical care is becoming popular, since often free honey. institutions are unable to provide services of adequate quality. The population shows less confidence in free institutions than it was even a few years ago, therefore, as an alternative, an increasing number of commercial clinics and medical centers are appearing on the market that require qualified medical care. staff.
- Translators, linguists. With the process of globalization, the number of connections between domestic residents and foreign partners is increasing. Many negotiations require the presence of interpreters, which makes their services highly demanded. The need to translate foreign films, series, songs and other things also increases the demand for such specialists.
- Marketers. Active competition in the commodity market forces commodity producers to look for new ways to promote the goods they have produced. In such a situation, specialists in the field of marketing are urgently needed. Internet marketers are becoming especially popular, since the Internet concentrates the maximum number of potential buyers.
- SMM workers. The popularity of social networks on the Internet has created a demand for promotion services on this particular platform. SSM stands for Social Media Marketing or Social Media Marketing. SMM specialist - a person involved in the promotion of goods on the Internet, must thoroughly study the work of social media. networks, the functionality of each of the sites and be able to create various communities, for example, groups, meetings, etc., as well as buy advertising space from the administrators of other groups, write posts, maintain publics, advertise and communicate with visitors and customers.
- Sales and Customer Service Managers. Since there are still a large number of shops in the country, there is also a great demand for sales assistants, as well as sales managers who can sell any product on the market.
- Bank employees. The situation with banks in the country is rather shaky: the Central Bank revokes licenses from some, others start their activities with lightning speed and immediately stop them, but there is always a demand for banking services, so bank employees are still necessary.
- risk managers. This profession is only gaining momentum in our country, but it is becoming more and more popular, since the demand for its services is quite wide, especially in the banking sector, which, as already noted, is in a rather precarious position and requires a competent distribution of the risks of the owners.
- Service specialists. The population has increasingly begun to attend gyms, beauty salons, medical centers, theaters, cinemas and other institutions where service specialists work - administrators, cleaners, personal trainers and other service personnel. As there are more and more such institutions, the demand for service workers is also growing.
It is worth noting that the above professions will be relevant in the next few years, but their state in the future is unknown, it will depend on the specific situation in the country and in the world. Should we be afraid of a radical change in the structure of demand in the labor market, and are there ways out of this situation? Perhaps the best way out is to do what you love and become a real professional in it.
“Diplomas obtained by hard work and, accordingly, skills and abilities should not “gather dust” on the shelf, they must be able to be applied in practice, because “we learn not for school, but for life”
Where do people leave their jobs?
Many novice professionals ask themselves the question: “What if the profession I have chosen is not my calling, or what if I can’t find the job of my dreams?” The answer is simple: "Don't despair!" Some people have been looking for their dream profession for years, constantly changing jobs with the hope of trying something new, but sooner or later they find what they have been looking for for so long.
Someone is comfortable sitting in the office at their workplace, for some part of life is helping homeless animals, and someone has found himself in such a non-trivial matter as feeling faces, tasting ice cream, testing furniture, or even laughter therapy. There is a huge amount of interesting and atypical work. The main thing is to decide what you like.
Here is some proof that the profession chosen at a young age is only the beginning of a life path that should not be stopped. Musician Andrey Makarevich by education - architect, TV presenter Garik Martirosyan - neuropathologist-psychotherapist, musician Alexander Rosenbaum - therapist, rock musician Viktor Tsoi - fireman, American actress and singer Jennifer Lopez - lawyer, leader of the Rolling Stones Mick Jagger - economist, French actor theater and cinema Alain Delon - a certified butcher.
This is just a part of the examples, showing that if something does not suit you in your chosen profession, you may need to continue your search. Only in this way will you understand what you are strong in and what your calling is. Maybe you will make an excellent confectioner, a kindergarten teacher, an individual entrepreneur, a tea taster, or an exquisite and unique restaurateur. The main thing is not to stop there and try yourself in different "genres", there should be enough jobs for everyone, and if not enough, as Prime Minister Dmitry Medvedev promised, the authorities will help.
7. Labor market and labor relations at the enterprise
7.1. Employment and the labor market of the enterprise
Employment of the population is the most important parameter of the functioning of the economy and individual enterprises (organizations). In accordance with the Law "On Employment in the Russian Federation", employment is an activity of citizens related to the satisfaction of personal and social needs, which does not contradict the current legislation and, as a rule, brings earnings (labor income). Employment creates the necessary prerequisites for the effective use of the labor potential of society, determines the standard of living and well-being of people. Employed according to Russian legislation (Article 2 of the Law "On Employment in the Russian Federation") are citizens belonging to one of the following groups:
- working under an employment contract, including those performing work for remuneration on a full or part-time basis, as well as having other paid work (service), including seasonal, temporary work, with the exception of public works;
– registered as individual entrepreneurs;
- employed in subsidiary crafts and selling products under contracts;
- performing work under civil law contracts, the subjects of which are the performance of work and the provision of services, including contracts concluded with individual entrepreneurs, copyright agreements, as well as being members of production cooperatives (artels);
– elected, appointed or approved to a paid position;
- performing military service, alternative civil service, as well as service in the internal affairs bodies, the State Fire Service, institutions and bodies of the penitentiary system;
- taking a full-time course of study in general education institutions, institutions of primary vocational, secondary vocational and higher vocational education and other educational institutions, including training in the direction of the Federal State Employment Service;
- temporarily absent from the workplace due to disability, vacation, retraining, advanced training, suspension of production caused by a strike, conscription for military training, involvement in activities related to preparation for military service (alternative civil service), performance of other state duties or other valid reasons;
- who are founders (participants) of organizations, with the exception of founders (participants) of public and religious organizations (associations), charitable and other foundations, legal associations (associations and unions), which do not have property rights in relation to these organizations.
Of great importance for assessing the effectiveness of the use of labor is the study of the composition of the employed. Employment status is determined for the entire economically active population, i.e. both employed and unemployed. For the unemployed who previously had a job, the status is determined by their previous employment. Let's consider these statuses in relation to national characteristics (Basic methodological provisions for the classification of statistical data on the composition of the labor force, economic activity and status in employment // Economics and Life. 1993. No. 22. P. 21).
1. Employees are persons working under a concluded written contract (agreement), or under an oral agreement with the management of the enterprise on the conditions of labor activity, for which they receive the payment agreed upon when hiring.
2. Self-employed - persons who independently carry out activities that bring them income, do not use or use employees only for a short period.
3. Employers - persons who manage their own private (family) enterprise, farm, as well as persons engaged in professional activities or crafts on an independent basis and constantly using the labor of hired workers. The employer can fully or partially delegate his functions to a hired manager, leaving behind the responsibility for the well-being of the enterprise.
4. Unpaid family workers - persons who work without pay in a private family business owned by their relative.
5. Members of collective enterprises are persons who work at these enterprises and are members of the collective of owners who own these enterprises. Among the members of the collectives of enterprises, the following subgroups are distinguished: members of production cooperatives, collective farmers; members of the partnership; members of other collective enterprises.
6. Persons not classifiable by status are the unemployed who have not previously been engaged in a labor activity that brought them income. This includes persons who are difficult to attribute to a particular status in employment.
The practical needs of accounting for the population necessitate the allocation of various types and forms of employment.
Full employment is a state of society when there are no unemployed who want to work. As applied to an individual, full-time employment means work for a period equal to the normal amount of working time. Now this value is 40 hours a week.
Part-time employment is primarily part-time employment. Underemployment is observed if workers are unable (or unwilling) to work as much time as they want, or they are forced to work in jobs where their labor efficiency is lower than potentially possible. It can be caused by the following reasons:
- reduction in production volumes, reconstruction of the enterprise, when the staff or part of it is transferred to a part-time job, week, month or goes on collective leave without pay or with partial pay;
- the need for advanced training, education, health status, a combination of work with other duties, raising children, and other needs.
It should be noted that in international practice, persons who work part-time on their own initiative are not included in part-time employment.
The idea of underemployment is given primarily by indicators that characterize the actual length of the working day (week, year), as well as the loss of time due to the reduction in working hours at the initiative of the administration.
Secondary employment covers persons who have a second job. Associated with the spread of part-time employment, wage arrears and low basic wages.
A new form of employment in Russia is self-employment. It involves the independent search for employment and the creation of jobs by individual citizens at their own expense in order to obtain permanent or temporary income. In this case, the process of transition from the position of unemployment to the position of employment is carried out without the direct participation of state and public organizations, but does not exclude support. An example of self-employment is a small business (these are small business entrepreneurs; employees are not self-employed).
The category of self-employment is associated with a phenomenon called informal employment - economic activity unregistered in accordance with the law, carried out individually or in micro-enterprises, whose employees do not pay taxes. Similar activities existed in Russia before (tailors, nannies, tutors). However, at present, the informal sector has actually become an independent segment of the labor market and has a significant impact on the state of employment and the socio-economic situation in general.
When classifying employment, it is customary to single out non-standard forms of employment, which include employment in part-time modes (conditions), temporary, seasonal and remote employment.
Employment on modes (conditions) of part-time work is labor activity for a period of time less than the normative one, paid in proportion to the time worked or the amount of output produced. In the practice of most countries, part-time workers include only employees who have regular, permanent employment.
Temporary employment - employment within prearranged or specified periods (or limited to the scope of work). Temporary employment is most often associated with the performance of a certain amount of work, on a full or part-time basis for a short period.
Seasonal employment is employment (primarily associated with the cyclical processing of agricultural raw materials) on a full or part-time basis for several months.
Remote employment is, to a certain extent, a modern analogue of home work, i.e. work that is not associated with a specific workplace in the enterprise, but involves the performance of a specific task given by the employer. Remote employment does not include activities related to the performance of functions that involve various kinds of movement and the absence of an employee at a particular workplace (courier, freight forwarder, etc.).
In practice, various special types of employment and work regimes have developed and are developing: full-time employment; employment with flexible working hours; employment reduced worker; employment separate working day; employment part-time; part-time employment; employment on the basis of home work; combination; shift-expeditionary method of employment; employment under short-term contracts; individual labor activity; employment in working semesters of full-time students.
Quantitatively, employment is characterized by the level of employment, which can be calculated according to two indicators:
– the share of employed people in the total population;
- the share of employed in the economically active population.
In international statistics, the initial indicator for the analysis of employment is the level of economic activity of the population, i.e. the share of the economically active population in the total population.
The economically active population is the part of the population that provides the supply of labor for the production of goods and services. The minimum age accepted in most countries when measuring the economically active population is 14–15 years. The economically active population consists of the employed and the unemployed. Close to the concept of "economically active population" in foreign economic literature is the concept of "labor force".
The economically inactive population includes the following groups:
- pupils, students, cadets, graduate students and doctoral students of daytime educational institutions (not engaged in any activity other than studying);
- persons receiving old-age pensions, disability pensions, as well as receiving pensions on preferential terms, in case of loss of a breadwinner and not engaged in any activity;
- persons engaged in housekeeping, caring for children, sick relatives, etc.;
– persons who despaired of finding a job and stopped looking after exhausting all available opportunities, but are able and willing to work;
- persons who do not need to work, regardless of the source of income.
The economically active population and part of the economically inactive population constitute labor resources. This category was established in the era of the planned economy and characterizes the part of the population capable (due to psychophysical and intellectual qualities) of producing goods and services. Labor resources consist of able-bodied citizens of working (working) age (with the exception of non-working disabled people of groups I and II and non-working persons receiving an old-age pension on preferential terms) and citizens younger and older than working age working in the country's economy (working teenagers and working pensioners ). In the Russian Federation, the working-age population includes men aged 16–59 and women aged 16–54 (although the law allows employment earlier). In domestic practice, an important tool for accounting and planning of labor resources is the balance of labor resources. The balance of labor resources is calculated in terms of average annual employees and contains groupings of labor resources by spheres and sectors of the economy. The basic indicator of the resource part of the balance sheet is the population of working age.
Employment can be classified by forms of ownership and organizational and legal forms of enterprises, and can also be considered in the context of territories, industries, professions, qualification levels, etc.
Employment and wage levels are set through the labor market mechanism depending on supply and demand. Demand is made up of the number of vacancies and positions of workers for whom the employer is looking for replacements. The supply is formed from those who, being unemployed, are looking for a job, from those who have a job, but are not satisfied with it, and, finally, those who are employed, but risk losing their job. Quantitatively, demand and supply in the labor market are characterized by indicators of the part of the economically active population and the number of employed and vacant jobs.
It should be noted that the degree of development of the labor market has a direct impact on the processes taking place in society. The labor market, as an integral element of the market economy system, performs the most important functions in the system of labor force reproduction, its distribution between industries and sectors of the economy, regulates the volume of supply and demand, and gives an effective impetus to professional and territorial mobility. That is, relations in the labor market are not limited only to the act of sale, they affect everything related to the system of social partnership and protection, education, training and retraining of personnel, employment management at enterprises, at the regional and federal levels.
The labor market is the interaction of demand for labor and its supply, as a result of which a certain level of remuneration is established and the socio-economic conditions of labor activity are formed. In a broader sense, the labor market is a system of relations that arise within the framework of social peace and agreement between employers and employees with the participation of state and public organizations based on supply and demand regarding wages and working conditions, social guarantees, social protection and support, etc. .P.
Within the majority of enterprises (firms, organizations) a relatively isolated subsystem of the labor market is formed, for the analysis of which the term “domestic labor market” (ART) is used in the economic literature. The internal labor market is a system of social and labor relations connected within the framework of one enterprise (organization), within which the appointment of employees' wages and their placement are determined by administrative rules and procedures.
Reasons for the formation and formation of internal labor markets:
- special vocational training, qualification of employees, related to the peculiarities of the application of technologies and existing jobs;
- imperfection of information about the possible performance of a potential employee;
– on-the-job training, including non-formal on-the-job training.
The internal labor markets of various enterprises are isolated from each other, but are characterized by common features (Human Resource Management: Textbook / Edited by N. A. Gorelov, A. I. Tuchkov. St. Petersburg, 2007. P. 96–97.)
1) the internal labor market has a hierarchical structure, consisting of several levels corresponding to the career ladder;
2) an employee, as a rule, first enters one of the lower levels of the internal labor market, and then moves up to higher levels;
3) workers in the domestic labor market are largely protected from wage fluctuations and the threat of unemployment.
The specifics of the internal labor market is determined by the fact that there are:
- the relative independence of the wage rate of workers from the ratio of supply and demand in the external labor market;
– relative independence of employees from external competition;
– a relatively small number of agents on the market;
- great importance of administrative methods of regulation;
- a positive relationship between wages and working time at the enterprise as an expression of the wage system in accordance with the age and position of the employee;
- rapid implementation of the movement of workers at low cost;
- Establishing long-term relationships between employer and employee.
The internal labor market is more manageable, it is not subject to spontaneous fluctuations that are typical for the external labor market. Its regulation is carried out purposefully. The basis of regulation is the rules and procedures developed by the administration regarding the system of remuneration, training and education of workers, the degree of its focus on the characteristics of existing jobs, the rules for promotion and qualification growth. In addition, each enterprise has its own customs and traditions, unwritten norms of labor relations, its own labor morality and management style. Therefore, when a vacant job appears, the options for filling it can range from direct appointment by the head to the announcement of an open competition. The impact on the employee in order to adapt and adapt him to the needs of the enterprise and ensure its effective functioning is carried out through the requirements for the quality of the workforce, its qualifications, through motivation for work, the development of professional mobility. Only a properly organized process of labor consumption ensures the full use of the labor potential of the employee, his opportunities inherent in education, special training, attitude to work, age and health, in his personal qualities and character.
We list the main functions of the internal labor market:
– preservation of the most valuable part of the employed;
– ensuring differentiated social protection of employees;
– special training and development of skills of employees;
- maintaining the social stability of the team.
Although internal labor markets form the backbone of an enterprise's labor market, they are not closed off from external market competition. Most enterprises also include a part of the external labor market, for which it is uncharacteristic to assign workers to any particular economic entity. Contacts between external and internal labor markets are reduced mainly to the so-called ports of entry - jobs for which the employer hires workers in the external market. Moreover, the employer prefers to deal with employees he knows, which is especially pronounced when emergency, well-paid jobs arise that require the involvement of labor from outside. They are usually offered to already involved workers and only in case of their disagreement - to others. Even those employed in seasonal and temporary jobs prefer to deal with a well-known employer due to the greater certainty of his behavior. In addition, the ease of entry into the production process is of great importance for these workers. Naturally, if an employment relationship is established with the previous employer, it will be much easier.
