This spring, the KAUS-Medicine recruitment agency prepared a study assessing the level of wages in the field of production, sales and promotion medicines according to the results of the first quarter of 2017 in the Moscow region, as well as factors that affect the salary of employees of pharmaceutical companies.

Salary level

Employers' salary proposals can be conditionally divided into three levels.

1. Minimum. These are the most common vacancies among the offers of employers, which, as a rule, remain open for a long time. The vast majority of job seekers usually look for a higher level of pay and consider this employment option as temporary, continuing to look for a job with better pay. Nevertheless, the minimum salary may be of interest to candidates without work experience or those who expect to receive bonuses in the form of free training, career growth, proximity to work, a solid social package, or the fact of working in a well-known company in their autobiography.

2.   Average. In this salary range, employers' offers tend to match the salary expectations of most job seekers.

3. Elevated. By offering this level, employers expect to short time attract the best and most qualified employees, who are likely to be subject to additional requirements ( great experience work, availability additional education, knowledge of foreign languages, willingness to work overtime, etc.).

Concerning general position on the labor market in the pharmaceutical industry, analysts at KAUS-Medicine note that 2016 was quite a depressive year for it: market growth slowed down by half, and that was inflationary growth. That is, not the turnover of production has grown, but only the volume of the money supply in this sector. However, the current geopolitical situation, according to experts, plays into the hands of Russian pharmaceutical companies and drug manufacturers from the EAEU. In 2016, domestic manufacturers received strong support in the form of a decision to limit government purchases of imported medicines. The previously developed strategy for the creation of pharmaceutical clusters in the regions of Russia "Pharma-2020" is being successfully implemented. The state is actively investing in the development of innovative drugs and the construction of new production sites, and the latter legislative acts will encourage foreign companies to localize their production sites in our country. Any fluctuations in the production and sales market directly affect and set trends in the labor market in regions and megacities.

Dynamics of demand for specialists

In 2017, Russian pharmaceutical companies stepped up their search for executives with extensive experience and knowledge, and ideally with experience in organizing production and development centers abroad. Particularly ambitious players are trying to strengthen the staff of top managers with expatriate leaders. In large pharmaceutical companies, there is a growing need for talented developers and qualified technologists, contract manufacturing specialists, and managers to promote contract sites services.

Due to the growth in the number of production sites under construction, the trend of increasing demand for enterprise managers with experience in organizing the work of new industries continues.

Observing some cyclicality in the labor market, KAUS-Medicine analysts predict in 2018-2020. a sharp increase in demand for specialists in the field of promotion, sales of medicines, and along with demand, a decrease in requirements for job seekers and an increase in salaries.

What affects salary

An analysis of the offers of employers in the first quarter of 2017 showed that most positions are characterized by a large spread between the minimum and maximum wage levels.

As experts have found out, the following factors influence the level of wages offered by employers in the field of pharmaceuticals:

Differentiation of pharmaceutical companies in the market(foreign companies, Russian manufacturers, distribution companies).

Various existing systems salaries: net salary, salary and percentage of revenue, salary and bonus system.

Specialization of the worker and work experience. The salaries of specialists in the sales department of the hospital and pharmacy areas will differ significantly. Medicines registration specialist with significant experience in successfully obtaining registration certificates for medicines, as well as business relationships with regulatory authorities, can expect a higher level of pay compared to a specialist with minimal work experience.

Company's product portfolio(drugs, dietary supplements, medical cosmetics).

Sales volume and company size or structural unit in which the specialist works.

Company pricing policy for marketed medicinal products.

Level of tasks to be solved and area of ​​responsibility. The salary of a manager may vary depending on the coverage of the territory that he oversees (for example, only Moscow and the Moscow region or all CIS countries), promoted drugs - OTC or Rx, as well as on the functions performed - support and development of his area of ​​responsibility or startups, active development of one of the directions of the company.

According to the results of the first quarter of 2017, there is a decrease in the average salary level for specialists whose activities directly affect the increase in sales (tender manager, key account manager, regional manager). At the same time, demand for them remains, but many employers, due to falling sales, are forced to reduce salaries and expand the list of requirements for specialist competencies and education.

Scarce specialties

Based on the results of the analysis of the labor market in the pharmaceutical industry, the experts of the KAUS-Medicine recruitment agency ranked the most demanded and most difficult positions in the pharmaceutical industry.

Top 5 most demanded positions in the pharmaceutical industry in 2017

1. Pharmacist-pharmacist / head of pharmacy.

2. Sales manager.

3. Product manager.

4. Medical representative.

5. Clinical Research Manager.

Top 5 most difficult to close areas in the pharmaceutical industry in 2017

1. Pharmaceutical production technologist.

2. Leaders in the R&D department.

3. Product manager.

4. Regional manager.

5. Key account manager (KAM).

Despite a significant change in the situation on the market in the field of pharmaceuticals, the trends in the demand for specialists in specialties in quantitative terms have not changed, only the search criteria and requirements of employers are changing. Companies seek to optimize personnel costs and reduce costs, which forces them to increase their requirements, expand the functionality of their staff and select more versatile specialists.

Pharmacists/pharmacists have been in demand for many years, and even during the crisis due to the rapid development of pharmacy chains both in Moscow and throughout Russia. Employers offer these specialists low wages at high labor intensity, which leads to constant staff turnover. Pharmacy managers are increasingly combining administrative work with front desk work, and all this against the backdrop of a slight increase or maintenance of the same wage level, so here again the risk of high staff turnover increases.

Since good, experienced “salespeople” with a customer base are in demand by pharmaceutical companies, they themselves are picky in choosing offers, pay attention to the reputation of the manufacturer, the social package offered, the variety of the assortment, the price level, sales conditions, and logistics.

Increasing competition in the market between pharmaceutical manufacturers affects the growth in demand product managers. In the last two years, the requirements for the competencies of these specialists and for the expansion of their functionality have been increasing. Well, since now most employers do not raise salaries, the process of selection and closing of vacancies for product managers is very difficult.

Medical representative- one of the most demanded positions in the field of promotion of pharmaceutical products. Experienced medical representatives strive to find work in well-known large companies with a good social package, interesting and a wide range LS, low control. They need professional and career growth, and pharmaceutical manufacturers are not ready to offer it, because they do not want to lose the leading link in promoting their products.

In the list of the most demanded specialists clinical research manager replaced the process engineer, but this is only temporary and is primarily due to the fact that the number of new production sites in Moscow and in the regions has only recently begun to increase, and so far, in a crisis, the services of contract organizations (CRO) are in great demand, because keeping the clinical trials department on staff much more expensive than hiring contractors for this work.

process engineers are still in demand in pharmaceutical industries, but over the past few years, the list of employers' requirements for the qualifications and experience of specialists has expanded significantly. Companies are looking for candidates with narrow experience in the production of certain dosage forms (solid, liquid, etc.). Legislation has changed, most industries have received GMP accreditation.

In terms of search complexity, they are not far behind technologists specialists in the development of new drugs. Some companies attract talented scientists with many developments and their own patents to senior positions in the R&D center, while others are more important to have managerial experience, leadership qualities and serious experience in Russian and Western research and development centers in production.

If a few years ago candidates chose employers in the regions, today the employer already sets the criteria on the labor market - a narrow market allows you to track the reputation of candidates. Also in dealer companies there is a policy of "non-poaching" of specialists. Certain problems with logistics and organization of the work of representative offices have not gone away and have become even more noticeable during the crisis, which complicates the work of regional managers. And all this with a significant decrease in the level of salary offers and an increase in requirements for the competencies of candidates.

In the current difficult economic situation for retailers, the most successful key account managers candidates become good experience and knowledge in the field of sales, with a strong leadership qualities. This allows them to simultaneously maintain a share of their category of goods on the pharmacy shelves of chains and at the same time negotiate the most favorable conditions for their company and not make concessions that are critical for the manufacturer to pharmacy purchasing specialists. Finding such specialists is not easy, especially in today's market situation, when sales are declining and employers are not able to offer a high level of wages.

Salary plus bonuses

Remuneration of employees of the sales department is usually presented in the form of a salary and a bonus part, depending on the results of sales, the implementation of the plan.

Typical pay systems:

• fixed salary + percentage of sales;
• fixed salary + quarterly or annual bonuses based on sales results.

In large pharmaceutical companies, in addition to monthly or quarterly bonuses, there is also an annual bonus.

Providing a social package to employees of sales departments can be divided into three groups, depending on the policy of companies:

Minimum social package includes:

• payment mobile phone;
• reimbursement of travel expenses or provision of a company car;
• training if necessary.

Most pharmaceutical companies provide standard social package, which includes:

• providing a company car;
• car insurance;
• payment for mobile communications, the Internet;
• work laptop;
• food compensation;
• training (trainings, seminars).

The most complete social package occurs more often in large Western companies:

• provision of a company car or reimbursement of travel expenses;
• car insurance;
• payment for mobile communications, the Internet;
• work laptop;
• food compensation;
• corporate training in sales and product promotion;
• field trainings(including traveling abroad);
• accident insurance, life insurance;
• hospitality expenses.

Business training

Working conditions and salaries of large Russian pharmaceutical manufacturers today are as close as possible to working conditions in Western companies. Domestic producers strive to attract the best candidates from the labor market. Thus, trainings are regularly held for employees, which are conducted by both internal training managers and external training companies. The topics of trainings may be related to the peculiarities of drug promotion, presentations, work with doctors, medical institutions, etc. Large Western companies hold special seminars abroad to get acquainted with the conditions for the production of drugs, as well as field trainings on various topics (team building , customer focus, comprehensive trainings, etc.). Corporate business training for top managers to develop management skills in large Western companies can be equated to obtaining an MBA degree.

The labor market is a set of economic and legal procedures allowing people to exchange their labor services for wages and other benefits that firms agree to provide them in exchange for labor services.

Western economic theories the labor market is a market where only one of the other resources is sold. Here we can distinguish four main conceptual approaches to the analysis of the functioning modern market labor. The first concept is based on the postulates of classical political economy. It is mainly adhered to by neoclassicists (P. Samuelson, M. Feldstein, R. Hall), and in the 80s. it was also supported by supporters of the concept of supply-side economics (D. Gilder, A. Laffer, etc.).

Adherents of this concept believe that the labor market, like all other markets, operates on the basis of price equilibrium, i.e. the main market regulator of labor. It is with the help of wages, in their opinion, that the supply and demand of labor is regulated, their balance is maintained. Investing in education and skills is analogous to investing in machinery and equipment.

According to the marginal concept, the individual "invests in skills" as long as the rate of return on these investments does not decrease. It follows from the neoclassical concept that the price of labor force responds flexibly to the needs of the market, increasing or decreasing depending on supply and demand, and unemployment is impossible if there is an equilibrium in the labor market.

Since it is not necessary to seriously talk about changes in wages in exact accordance with fluctuations in supply and demand, and even more so about the absence of unemployment, supporters of this concept refer to certain market imperfections, which lead to a discrepancy between their theories and life. These include the influence of trade unions, the establishment of minimum wage rates by the state, and the lack of information.

Thus, the labor market, generally obeying the laws of supply and demand, according to many principles of the mechanism of its functioning, is a specific market that has a number of significant differences from other commodity markets. Here, the regulators are not only macro- and microeconomic factors, but also social and socio-psychological ones, which are by no means always related to the price of labor power - wages.

In real economic life, the dynamics of the labor market is influenced by a number of factors. Thus, the supply of labor force is determined, first of all, by demographic factors - the birth rate, the growth rate of the working-age population, its gender and age structure. In the United States, for example, the average annual population growth rate in the period 1950-1990. decreased from 1.8 to 1%. This significantly affected the dynamics of supply in the labor market.

In Russia, the average annual population growth rate has also declined sharply from about 1% in the 1970s and 1980s. to minus values ​​in the 90s. On the demand side, the main factor influencing the dynamics of employment is the state of the economic situation, the phase of the economic cycle.

In addition, scientific and technological progress has a serious impact on the need for labor force. The functional and organizational structure of the market there includes the following elements in a developed market economy: public policy in the field of employment and unemployment; personnel training system; recruitment system, contract system; unemployed support fund; system of retraining and retraining; labor exchanges; legal regulation of employment.

The administrative command system that existed earlier in Russia, in which the state, as the owner of the main means of production, centrally planned the number of jobs necessary for full employment, distributed and redistributed labor resources, completely destroyed the motivation to work.

International experience shows that the labor market cannot exist outside of a competitive economy based on private property and democratic public institutions. A totalitarian society even theoretically excludes the possibility of the existence of such a market, because it does not consider a person an equal legally and economically independent subject from the state.

The national labor market covers all social production - through it, each industry receives the personnel it needs, not only of a given professional and qualification composition, but also of certain cultural and ethical labor merits that are adequate to the requirements of the economy.

The labor market has the opportunity to:

• free choice of profession, industry and place of activity, encouraged by priority offers
• · recruitment and dismissal in compliance with the norms of labor legislation, which protects the interests of citizens in terms of job security, working conditions, and its payment;
• Independent and at the same time economically encouraged migration of labor resources between regions, industries and professional groups
• · free movement of wages and other incomes while maintaining the priority of qualifications and education, respecting the guaranteed minimum wage established by law that provides a living wage, and regulating the upper limit of income through a tax system based on a progressive scale.

Competitive market relations reflect the deep processes that are constantly taking place in society and determining its progress. Three interconnected evolutionary streams pass through the labor market, crossing in it - the development of the economy (material and technical elements and structures), the development of a person (general and professional culture, creative opportunities, moral qualities), the development public relations(state and class structures, property relations, industrial relations). They form the basis of progress in society, its main content.

One of the fundamental features of the modern Western labor market is the significant prevalence of entrepreneurial activity. Approximately one in ten people working in the US, France, Great Britain, one in seven in Japan, one in five in Italy is an entrepreneur. Almost 2/3 of them are heads of medium and small enterprises, and one in four runs a business that employs 20 or less people.

Labor in the conditions of private property, when it is not a concept hostile and opposing to a person, but full or partial personal property, forms especially important qualities of the labor force, which are highly valued in the labor market and are most quickly fixed in people who are vested with the responsibility of an entrepreneur. Personal ownership affirms in a person a consciousness and a sense of responsibility for a piece of national wealth that belongs to him, develops in him a social instinct for saving material and spiritual values, a desire to develop and strengthen them. About 80% of those employed in Western countries in one form or another act as owners or co-owners of the family business, small, medium and large enterprises, owners of shares of firms and corporations.

"Trends and Employment Factors in Russian Healthcare"

1. Employment in health care: a theoretical analysis

AT different countries there are various models of financing and organization of health care, but many general trends can be traced in the labor market of specialists: an increase in the supply of labor and employment, an increase in demand for medical education, a deepening of specialization, an outstripping growth in the number of doctors compared to the average medical staff (SMP), geographical uneven distribution workers by area.

The growth in employment that is characteristic of healthcare in most countries of the world can theoretically be explained by an increase in the demand for labor and / or its supply. On the demand side are such serious factors as the aging of the population, which has affected most countries of the world today, the growing complexity of medical services, requiring additional labor resources. Demand for labor medical workers is growing, and it is not so important who is the buyer - a profit-maximizing clinic (of which there are few even in developed market economies), or a private non-profit hospital, or a state-funded hospital. Regardless of the mechanisms and, the employer always has a fixed budget and strives to spend it efficiently. Therefore, when the demand for labor is formed, a more expensive factor of production (skilled labor) can be replaced by a less expensive one. The development of new technologies, making work in all areas human activity more efficient, and in medicine it increases employee productivity, which means it changes the position of the demand curve.

At the same time, the demand for the work of doctors has its own pronounced features:

Ø The consumer in most cases does not pay for medical care himself, the payment is made by a "third party" - a government agency or an insurance company. Therefore, the demand for a doctor's service (and hence the demand for labor) is less price elastic;

Ø Since a significant part of employers in healthcare are organizations of the public sector, wages are not set by the market, but are set by some standards. The state generates demand in its sector by determining the required number of employees (starting with admission to educational institutions) and salary. This severely limits market forces in health care;

Ø Despite the rapid development of new technologies in medicine, the replacement of labor by capital is possible here only to a limited extent. Health care in this sense is a classic example of an industry where labor and capital are complements rather than substitutes;

Ø To a certain extent, the doctor himself can form the demand and prices for his services, that is, the demand cannot be considered exogenously given and determined only by production technologies, consumer (state) preferences, their incomes and the degree of reaction to price changes.

The supply of labor in health care also has its own characteristics. This is the need for more training (compared to other professions), which means more investment in human capital. One can assume a higher return on investment, but since wages in health care in most countries are lower or slightly higher than the average for the economy, we are talking about other forms of return - non-monetary, in particular, job satisfaction. The results of treatment are important not only for the patient, but also for the doctor himself. In theory, this interdependence is modeled by directly incorporating the patient's utility into the doctor's utility function.

In the health care economy, various theories of the behavior of doctors are proposed: models of monopolistic competition, price discrimination, and others. From a theoretical point of view, the most interesting model is the agency relationship between a doctor and a patient, which explains the formation of supply-provoked demand (SSP). The reason for the emergence of such relationships is the lack of information of the patient, who does not have professional knowledge. In addition, the decision on medical care is often made urgently, in case of a serious condition of the patient, when neither he nor his relatives have time for additional consultations. Therefore, in practice, the doctor on behalf of the patient determines what treatment is needed, and the patient cannot control the decisions of the doctor, willingly or unwittingly trusting him.

The problem is exacerbated by the fact that the patient in most cases does not pay for medical services himself, so he does not actually have a budget constraint that usually restrains consumption. CVD manifests itself in a growing number of doctor visits, procedures, even unnecessary surgeries. As a result, there is a perverse dependence of output volumes and prices on the medical services market, which is not typical for "normal" markets - they grow simultaneously. This allows doctors to maintain and even increase both employment and earnings.

Empirical studies do not provide an unambiguous assessment of the significance of the SSP phenomenon. Early works show the existence of agency relations, later this influence is not detected or is assessed as insignificant. The explanation for this is the spread of insurance mechanisms in healthcare: the insurer begins to control expenses on behalf of the client.

An important characteristic of employment in health care is the ever-increasing wages. Restraining the growth of wages here, as in any other industry, depends on the possibility of replacing living labor with materialized or less skilled and cheap labor. The degree of substitution depends on the prevailing technologies as well as the preferences of the regulator, if any. One of the theoretical models explains the possibility of an increase in the wages of doctors while maintaining and even increasing employment precisely by the preferences of the funding agency (state). The same model clearly shows that such a decision is inefficient from a social point of view (reduces social utility).

The problem of most healthcare systems in the world is the lack of nursing staff. The labor market for nurses has its own distinct differences. Firstly, this is a more mass profession that does not require such a long training. Compensation is correspondingly low, as is the return on investment in training. Therefore, for a nurse, it often turns out to be economically justified to move to another field of activity, where she can partially use her knowledge and skills. Second, the nurse women's profession, which influences the decision on the individual offer of labor, it is formed under the influence of family factors, and does not depend so much on the level of payment. If the family is complete, then a woman working as a nurse is not the main recipient of income. Many empirical studies show a weak dependence of the decision to work and hours of work on the level of wages. On the contrary, significant factors are the presence of the husband's earnings and the number of children of preschool age.

Like any labor market for mass specialties, the SME labor market should be analyzed taking into account geographical differentiation. The availability of regional healthcare systems in the SMC varies significantly even in relatively small states, and even more so in countries with a significant geographical extent. The situation on the local labor market - average per capita income, unemployment rate and relative (rather than absolute) wages of nurses - may be important factors in individual labor supply.

An analysis of theoretical models and empirical studies allows us to draw several general conclusions regarding the formation of employment in health care:

· Employment of health workers is growing all over the world, specialization and accompanying wage inequality are deepening, and there are significant geographical differences in the level and conditions of employment. The level of employment can be determined by the preferences of the funding agency (state) and maintained (increased) simultaneously with the growth of wages to the detriment of social efficiency.

· Demand and supply in the labor market of doctors have their own characteristics. Demand can in certain cases be induced by supply from the physician. The supply of labor is determined not only by standard factors (wage rate, value of free time, unearned income), but also by moral factors - the utility of the consumer and other non-monetary characteristics of work. Hence the weaker dependence of labor supply on wages.

· The labor market for SMEs is significantly different from the labor market for doctors. This is a more mass and “female” profession, here the factor of investment in human capital is less significant and it is easier to change the scope of employment. Therefore, the labor supply of nurses does not depend so much on the absolute wage rate, it is largely determined by family factors.

In our study, we tried to check to what extent these features are typical for the Russian labor market in healthcare, and what are its differences.

2. Employment trends in Russian healthcare: an empirical study

The assessment of the situation on the labor market in Russian healthcare was carried out on the basis of available information provided by Rosstat, the Ministry of Health and Social Development, as well as on the basis of the Russian Monitoring of the Economic Situation and Family Health (RLMS) data for a number of past years.

Industry statistics (Rosstat)

First of all, it must be said about general dynamics of doctors' employment. In Russia, where the relative number of physicians has traditionally been very high since Soviet times, this figure began to decline somewhat after 1990. However, since 1995 it has been constantly growing: if we compare the number of doctors per 10,000 people in 2005 with 1991, it increased by 15%. During the same period, despite permanent reduction population in the country, the absolute number of employees in the health sector as a whole increased by 11%, and the share of health workers in total employment increased from 5.6% to 7.1%.

As for the structure of employment of doctors by specialty, in Russia, approximately the same trend is visible as in Western countries - deepening specialization: In 2005, the number of physicians per 10,000 population was exactly the same as in 1990, while the total number of physicians increased.

Geographical uneven distribution The number of medical personnel across the territory has not only not decreased over the past 10-15 years, but continues to deepen: in 2006, with an average number of 49.4 doctors per 10,000 population, the regions best provided with medical personnel were almost twice the average level - this is St. Petersburg (83.5), Chukotka Autonomous Region (81.6) and Moscow (78.6).

And if in terms of the relative number of doctors, Russia is one of the first places in the world, then the proportion “number of nurses / number of doctors” in our country is much lower than in most developed countries. In the US, this ratio is approximately 3.7:1, in the UK - 5.3:1, in Finland - 4.5:1, in Norway and Canada - 4.7:1. In Russia, this indicator has been stable since the early 1990s. at the level of 1.5, which indicates about inefficient employment structure- very often a doctor, in fact, has to perform the duties of a nurse "part-time" with his main functions.

Concerning investment in education, the same trend is characteristic here as in many other professional fields. If the demand for secondary vocational education and graduation from medical colleges, having decreased in the early 90s, remain approximately stable, then in higher medical education there is an increase: the number of students in medical universities from 1990/91 to 2006/07 academic year increased from 193 to 204 thousand people. As a result, the supply and employment of doctors in the health care labor market is growing, and the imbalances associated with the shortage of nursing staff are deepening.

As you know, the demand for certain types of vocational education is an indirect indicator of the attractiveness of this profession and future work. In this regard, of particular interest is such an important characteristic of employment in the health sector as wage. There is a widespread opinion in Russia about the low salaries of doctors, which in no way compensate for hard work, and are the reason for the poor quality of medical care, lack of staff, shadow payments common in this area, etc. Indeed, the salary of Russian doctors is significantly lower than that of specialists in many other areas, also received higher professional education. Wages in the health care industry as a whole fluctuated over the ten years from 1995 to 2005. from 60 to 70% of the average salary in the economy (for comparison, in 2004, according to the ILO in the US, this figure was 105%, in the UK - 98%). However, although salaries in healthcare are significantly lower than the Russian average, and doctors in this indicator lag behind specialists of the same level in many other industries, the gap has narrowed in recent years. From 2000 to 2006, the average monthly nominal accrued wages of workers in health care increased 6.07 times, and in the whole country - 4.83 times. As a result, the ratio of the average for healthcare and the average for the economy reached 76%. And if in the Russian economy the regional gap in the wages of the population falls slightly, then in healthcare it is shrinking at a significant pace.

Characteristics of employment in health care according to dataRLMS

The general analysis of health statistics was supplemented by a study based on microdata from the RLMS database (RLMS) with 10 waves of observations over 1 year. All working respondents were conditionally divided into "doctors" and "non-doctors". The first group included doctors and SMPs, the second - all the rest. On average, the share of "doctors" was approximately 4.5 - 5.75% of the employed, and about % of them worked for the state.

Interestingly, unlike their foreign colleagues, Russian healthcare workers work less, on average, than other workers in the economy. Data for years show that the actual duration of their working week all these years gradually increased, but always remained 2-3 hours lower than the average for other workers.

In addition, it turned out that medical workers have a significantly higher average duration of work in one place than representatives of other professions ( employment stability). In the sample as a whole, this indicator slightly decreased over the observed period - from 8.14 years in 1994 to 6.86 years in 2005. For “medics”, it was about 2 years higher, and over the last observed year it even increased to 11.11 years. This may indicate low competition in the health care labor market. Wages in the industry are poorly differentiated, geographic mobility of the population is low, so the place of work rarely changes. We can also assume a greater return on specific human capital in this area of ​​employment, since a trusting relationship with a patient, reputational factors are important for a doctor, and when changing jobs, they are lost.

It is important to note the age of a worker - in healthcare it is on average higher than in the economy as a whole, and is growing at a faster pace, although “aging” in Russia is typical for workers in all industries. Yes, from 2000 to 2004. the average medical worker has "aged" by 1.4 years, and average worker all other professions – by 0.3 years. The "aging" of workers may, in turn, be one of the reasons for more stable employment - mobility, as is well known, is more characteristic of the young.

More stable employment of healthcare workers is indirectly evidenced by the answers to the question about the possibility of losing their jobs: it turned out that representatives of the medical professions are much less worried about the prospect of unemployment compared to other respondents. It would seem that in a situation of an excessive number of doctors by world standards and a growing graduation from medical universities, there should be competition for jobs in the labor market. However, this does not happen - workers in the medical professions work less intensively than other professions and are less afraid of losing their jobs.

The relationship between the actual hours of work of "medical workers" and the hourly wage rate of their work turns out to be rather weak - the correlation coefficient is less than 0.2, although the relationship remains positive in general. This is not surprising, because in public health institutions, where most doctors work, salaries are set on a time basis and are fixed in monthly terms. Obviously, salary in this situation is not a serious motivating factor.

At the same time, in response to the question about the subjective assessment on a nine-point scale of their financial situation, physicians for all waves of observations from 1994 to 2005. rated their condition slightly higher than the rest of the workers. Thus, the subjective assessment by physicians of their own financial situation turns out to be higher than the objective assessment of their nominal wages in relation to the average for the economy. This phenomenon can be explained by the fact that doctors are mostly women, and often they are not the first worker in the family (if the family is complete). The financial situation is assessed by them as the situation of the household, therefore, if there are higher earnings of other family members, it turns out to be better. This circumstance serves as another indirect confirmation of the fact that salary as such in this area of ​​employment does not play such an important role in labor motivation.

Thus, the results of a study of health worker employment based on RLMS microdata show that it is characterized by

more stability;

shorter actual working week;

· a longer duration of leisure, which, as is known, has an independent value (especially for women, who are in the majority in this area of ​​employment);

• possible compensation for lower wages by the earnings of other family members.

Determinants of employment in health care (based on data from the Ministry of Health and Social Development and Rosstat)

At the next stage of the study, we tried to determine what factors determine the level of employment in labor markets in health care. We singled out two categories of workers separately: doctors and paramedical personnel (SMP). Rosstat provides data on the number of these categories of workers for all regions of Russia, so we could compare the number of employees with individual indicators of regional development. Data on the salaries of healthcare workers are presented by Rosstat in a generalized form, without breaking down into categories. Therefore, to assess the salaries of doctors and SMEs separately, we turned to the data of the Ministry of Health and Social Development. Unfortunately, since these indicators are not mandatory for statistical accounting, the sample of regions was reduced to 50-60 in different years.

Employment of doctors and ambulances was estimated on the basis of relative indicators - per 10,000 people. The salaries of doctors and SMPs were normalized in relation to the average salary in the region. Indicators of nominal wages in rubles are not very informative due to strong differences in the cost of living across regions, while a relative indicator can differentiate regions precisely from the point of view of the position of workers employed in medicine.

In the course of the econometric analysis, the dependences of two indicators - the relative number of doctors and SMEs in the region - on such factors as the wages of these categories of workers in relation to the average, the unemployment rate and GRP per capita were considered. Due to the limited data sample (number of regions), one-way regressions were built for each year from 2000 to 2005 inclusive. Regression analysis showed the following results:

· Relative wages are not a factor that attracts more workers to the region, and this applies to both doctors and SMEs. The regression coefficients for the relative wage factor are either insignificant or significant, but negative. Apparently, there is an inverse relationship - regions that are provided with medical workers to a greater extent pay them worse, and less well-off - better. In conditions of predominantly budgetary financing of health care, wages are determined by the level of employment, and not vice versa.

· Contrary to expectations, the unemployment factor turned out to be insignificant in the equations for the employment of the NSR. Only in 2000 and 2005 for nurses and in 2001, 2002, 2003. for physicians, it was significant, and the regression coefficient was negative. Thus, it cannot be said that the higher unemployment rate in the region is keeping people in health care jobs.

· For all years of observation and for all categories of workers, the GRP per capita factor is significant, and the regression coefficient is always positive. This result can be explained, first of all, by higher budget expenditures on health care in “rich” regions, as well as by the attractiveness of these regions for the residence of medical workers. This may partly offset relatively low salaries, as well as informal co-payments from wealthier patients.

Testing the Hypothesis of the Existence of Supply-Triggered Demand

We tried to test the well-known SSP hypothesis on Russian data. To do this, we used the approach proposed in the early work of V. Fuks and turned to data on the number of surgical operations and the number of surgeons per 100,000 population by region provided by the Ministry of Health and Social Development. Following Fuchs, we tried to include in the estimation equation the number of therapists per 100,000 population and income indicators - the average per capita money income in the region and GRP per capita. We tried to understand whether the number of surgical operations performed per 100,000 people depends on these factors. The data were taken initially for all regions of the Russian Federation for 2006, then in the course of the work several explicit outliers were excluded - for example, Moscow, St. Petersburg and the Chukotka Autonomous Okrug, where the number of doctors is twice as high as the average for Russia.

The correlation between the number of surgical operations per 100,000 people and the number of surgeons per 100,000 people in the region as a whole is low - 0.26. However, a clear pairwise correlation was found between the regressors: GRP per capita and average per capita income (cor = 0.85), the number of surgeons per 100 thousand people and the number of therapists per 100 thousand people (cor = 0.86), which indicates the presence of multicollinearity. Therefore, indicators of GRP per capita and the number of therapists per 100,000 people were excluded from the regression. The equation took the following form:

where is the demand for the services of surgeons (number of operations per 100,000 people);

Supply of surgeons (number of surgeons per 100,000 people);

Average per capita cash income in the region (an indirect indicator of the possibility of co-payments by the population).

Evaluation of equation (1) for 73 regions showed the significance of the regression as a whole and of both regressors (- at the 10% level, - at the 5% level, R2= 0.25). The dependency takes the form:

(7,00) (2,73) (2,95)

and allows us to draw the following conclusions:

o The demand for the services of surgeons positively depends on the willingness of patients to pay for operations or for additional services, medicines, etc. associated with them.

o Demand for surgeons is positively related to their relative numbers in the region. The latter can theoretically confirm the presence of SSP, but can only mean a more complete satisfaction of the objective needs for operations in those regions where there are more surgeons.

o The coefficient on the variable "number of surgeons" is relatively small - literally, it means that the appearance of one additional surgeon per 100,000 people in the region increases the number of operations performed by only 32 per year per 100,000 people. Taking into account the dimensions of variables, the coefficient at the factor of average per capita income is relatively high. It means that an increase in the average per capita income of the population by an average of 1,000 rubles per month will lead to an increase in the number of operations by 140 per year per 100,000 people. This means that the factor of per capita monetary income is more important in determining the demand for the services of surgeons.

The study of theoretical models of the labor market and empirical works known in modern economy health care, as well as estimates based on available statistical data for Russia, allow us to draw a number of general conclusions.

· Russia, as well as developed market economies, is characterized by an increase in the employment of medical workers, their average salary is below the average for the economy, and the salary of a doctor is often lower than the salary of workers of comparable qualifications, which is offset by greater employment stability. In addition, Russian healthcare workers are characterized by a shorter working week, which also acts as a compensating factor for relatively low wages. In this sense, Russian medical workers differ significantly from their Western counterparts, who work much more intensively.

Among the features of the labor market in health care, they note the ability of doctors to form the demand for their services themselves, as well as the presence in some cases monopoly power manufacturer. However, Russia is characterized by a rather different situation, represented in theory by the model of maintaining the employment of medical workers in the face of growing budget expenditures of the funding agency. In those regions where the relative employment of doctors is higher, their relative salary is often lower, and vice versa. We are dealing, rather, not with a seller's market, but with a buyer's market, and wages under given budget constraints are determined by the level of employment achieved. It was not possible to unambiguously identify the presence of SSP for Russian conditions: the relative number of surgical operations, although weakly correlated with the number of surgeons, is largely determined by the factor of average per capita cash income of the population. The demand for the services of surgeons positively depends on the willingness of patients to pay for operations (officially or unofficially) or for additional services and medicines associated with them, that is, it is formed by the buyer (in this case, not only the state, but also the patients themselves).

· Some features of the Russian labor market have been revealed that do not fit into the framework of models known in theory. Formal analysis of the data showed that relative salary is not a significant factor motivating employment. Although the salary of medical workers is objectively lower than the average Russian level, their subjective assessment of their own financial situation is higher than the average. Obviously, this circumstance is explained by the gender composition of those employed in health care, most of whom are women. Their relatively low wages are partly offset by the earnings of other members of the household and longer leisure time.

· a significant factor determining the employment of medical workers (both doctors and SMPs) was the gross regional product per capita. On the one hand, this confirms the presence of a buyer's market: the more funds in the regional budget, the more expenses and employment in health care (higher demand for labor). On the other hand, for the medical workers themselves, regions with a more developed infrastructure and provision with local public goods are more attractive, which usually accompanies a higher level of GRP. This can partially offset relatively low wages (increases labor supply). It is also possible that doctors and nursing staff are guided not so much by official salaries as by the possibility of "grey" earnings (shadow co-payments from wealthier patients), which will always be higher in richer regions.

Fuchs V.R.

Grytten J., Sorensen R. Type of contract and supplier-induced demand for primary physicians in Norway. Journal of Health Economics, pp. 379–393.

Shields M., M. Ward. Improving nurse retention in the National Health Service in England: the impact of job satisfaction on intentions to quit. Journal of Health Economics, 677-701; Skatun D., E. Antonazzo, A. Scott, R. F. Elliott. The Supply of qualified nurses: a classical model of labor supply. Applied Economics, Jan 20, 2005v. 37 i1 p57(9)

Shields M.A. Addressing Nurse Shortages: What Can Policy Makers Learn from the Econometric Evidence on Nurse Labor Supply? The Economic Journal, 114 (November), F464–F498, 2004.

Elliott R.F., A.H.Y. Ma, A. Scott, D. Bell, E. Roberts. Geographically differentiated pay in the labor market for nurses. Journal of Health Economics, 190-212.

WHO (2006). Working Together for Health. The World Health Report.

Fuchs V.R. The Supply of Surgeons and the Demand for Operations. The Journal of Human Resources, vol. 13, No. 0, Supplement (1978), pp. 35-56.

Formation of the competitiveness of enterprises of the private healthcare system or abstract of the dissertation for the degree of candidate of economic sciences, specialty 08.00.05 - Economics and management of the national economy "State Research Institute of System Analysis of the Accounts Chamber Russian Federation»

Formation of the competitiveness of private healthcare enterprises - part 1 - general characteristics of work Formation of the competitiveness of private healthcare enterprises - part 2 - continuation of the general characteristics of the work, the main content of the study: the competitive environment of the healthcare market of the Russian Federation, a stage model for the formation of the competitiveness of private healthcare enterprises in the medical services market, factors of competitiveness of private healthcare enterprises Course of lectures on the discipline "employment, labor market, adaptation" Theories of employment in the new conditions of the labor market

In the modern economy, there are three main models of the labor market: American, Japanese and Swedish.

The American model of the labor market assumes free entry and exit of the labor force and the flexibility of costs for it. Managed through free recruitment and wage flexibility. An employee often takes care of his education on his own. Often there is a change of employer when offering more favorable working conditions and wages. The same positions in different organizations may have different salary levels. When setting wage rates, personal data (sex, age, length of service, education) are usually not taken into account. When performing the same labor functions wages do not differ.

The American employment policy is characterized by an orientation towards high territorial mobility of the labor force.

The Japanese labor market model is "a system of lifetime employment, providing guarantees for the entire period labor activity workers. The model assumes a closed entry and exit of the labor force and constantly high costs for it. The main features of this model are: careful selection of personnel, poor labor mobility, low fluidity frames. The employer's guarantees towards employees are backed by trade unions. The cost of training lies mainly with the employer, low staff turnover allows the use of in-house training, educating employees in a creative attitude to work, to high quality work. Salary depends on many criteria (experience, qualifications, and so on). Employers are also interested in other aspects of the life of employees in addition to professional.

The Swedish labor market model assumes an active public employment policy. The state finances education, creates jobs in the public sector, subsidizes private companies to create jobs, and so on. Employment policy in this case is linked to the general economic policy of the state.

Methods of regulation of the labor market abroad. Features of state regulation of the labor market in foreign countries.

In some developed countries (for example, in the USA) practical use received the flexible labor market doctrine. A flexible labor market means a high level of adaptation of the labor force to fluctuations in the labor market. As a result, a flexible wage system (taking into account profit and income sharing) has become widespread. The workers are paid high wages, but they have no job security. The functional flexibility of the enterprise implies that the staff should not have barriers between specialties. Constant modernization of production requires the ability of staff to easily change profession.

State regulation of the flexible labor market is as follows:

The role of legal norms in the field of labor relations;

Refusal of a number of state social programs;

Abandoning programs of significant income redistribution and wage regulation;

Encouragement of individual, not collective agreements.

However, this policy is effective only during the period of economic recovery; during the recession, there is a need for state regulation to mitigate the consequences of the crisis.

There are two types of employment policy: active and passive. Active - aimed at creating new jobs, passive - social protection of the population in the labor market.

The employment policy of many developed countries has two directions:

Stimulation of the labor market;

Social protection of unemployed citizens and members of their families.

To accelerate the involvement of the unemployed in labor activity, employment centers are being created that accumulate information about the unemployed and vacancies, select jobs, organize training, and so on. Social protection of the population includes unemployment benefits, protection against unjustified dismissals, protection of socially vulnerable sections of citizens in the labor market. At the same time, unemployment benefits should not cause dependency, but also should not cause impoverishment.

One of the main areas of regulation of the labor market is the establishment of the minimum wage by the state. In particular, in France and some other countries, the minimum wage is set not only for the entire market as a whole, but also different for different qualifications and levels of education.

Minimum permissible working conditions may also be established (length of the working day, working week, participation of employees in the management of the enterprise, and so on). Applies advanced system collective agreements.

Compliance with these norms can be monitored by both state bodies and trade unions.

However, systems aimed at improving working conditions and collective agreements cause problems with the employment of socially unprotected layers of citizens.

As for the functions of foreign employment services, at present, due to the increasing globalization of the economy, international organizations in the field of labor have gained great importance.

The most significant of them - the International Labor Organization (International Labor Office) (ILO) - is a specialized division of the UN, which promotes the establishment of social justice and the recognition of human rights in the field of work at the international level.

The ILO forms international labor standards in the form of Conventions and Recommendations, setting minimum standards for the main labor rights.

The main areas of activity of the ILO:

Employment policy;

labor management;

Working conditions;

Management development;

Cooperation;

Social protection;

Labor statistics and safety and health at work;

Vocational training and restoration of labor rights.

The ILO promotes the development of independent employers' organizations and trade unions and provides training and counseling services in the world of work.

A special place in the labor market regulation system is occupied by the labor exchange (employment service, recruitment assistance service), which is one of the important structures of the market economic mechanism. She represents special institution which performs intermediary functions in the labor market. In most countries, labor exchanges are public and run by the ministry of labor or a similar body.

The main activities of labor exchanges are: 1) registration of the unemployed; 2) registration of vacancies; 3) employment of the unemployed and other persons wishing to get a job; 4) study of the labor market situation and provision of information about it; 5) testing of persons wishing to offer a job; 6) professional orientation and professional retraining of the unemployed; 7) payment of benefits.

In addition to employing the unemployed, labor exchanges provide services to people who want to change jobs, study the supply and demand of labor, collect and disseminate information on the level of employment by profession and territory, provide career guidance to young people, and send them to various courses.

At the global level, there is the World Association of public employment services (World Association jf Public Employment Services), which brings together the employment services of many countries.

In many countries government recruitment assistance is important.

So in the United States, the functions of the employment service are performed by the U.S. Department of Labor Employment & Training Administraition, which manages the government program vocational training and the Workforce Distribution Program, administers federal grants for public employment services programs, and arranges for unemployment benefits. These services are provided primarily through state and municipal workforce development systems.

The US Employment Administration has an extensive network of labor exchanges throughout the territory that register the unemployed, select vacancies for them, test job applicants to determine their qualifications, and so on.

The Swedish Public Employment Service operates in 68 regional labor markets. This division is based on the ways of replacing employees and on the regional preferences of organizations regarding the recruitment of personnel. Regional Markets of labor are four market spaces.

The Employment Service also includes the Department of Industry and Target Groups and the Department of Employment Support and Services. The Industry and Target Groups department works with particular customer categories. The Employment Support and Services Department provides internal activities employment services.

The Swedish Public Employment Service is authorized by the Government and Parliament to carry out various tasks in the field of employment. These tasks are further described for the purposes of the annual budget and financial documents.

The main goal of the Swedish Employment Service is to improve the functioning of the labor market. The employment service does this by:

Correlations job seekers with employers wishing to hire staff;

Making every effort to serve individuals in the labor market;

Contributing to the achievement of long term stable and high level of employment.

The problem of social protection of the unemployed is solved with the help of unemployment insurance and the system of payment of unemployment benefits

At the same time, a large number of private intermediary firms operate in the labor market, along with state employment services, and their efficiency is very high.

At the international level, there is the International Confederation of Private Employment Agencies - an organization created to support the interests of recruitment agencies at the international level. Support is provided through:

Helping its members run their business;

Development of quality standards for recruitment and recruitment services;

Developing a better understanding of the status quo in recruitment services;

Improving the image and representativeness of recruitment agencies;

Other.

The Russian employment policy is developing, combining various foreign experience, but having its own national characteristics, which are considered by the authors below. Unlike other countries, there are two concepts in the Russian Federation: officially registered unemployment and actual unemployment. Officially registered unemployment is the number of unemployed registered with the employment service and looking for work through this service, but according to analytical agencies, they are 3.5 times less than the actual unemployed. This discrepancy is due to the fact that in Russia the amount of unemployment benefits is set in the range from 850 rubles to 4900 rubles, the average amount according to statistics is 4200 rubles, and the unemployed do not seek to register with the employment service. In other countries, this trend is not observed and the actual unemployment is equal to the registered one.

For comparison, in the US, the unemployment benefit is 30,000 rubles, in Japan - 72,000 rubles, in the Eurozone countries from 14,400 to 75,000 rubles. Thus, the low amount of the allowance does not contribute to an increase in the number of applications from citizens who need work. Moreover, the authors note one of the features of the Russian unemployed - most of them prefer to find work through relatives and friends - 59.5%, or through the Internet - 29.8%.

In Russia, the unemployed must submit a package of documents confirming that the citizen currently does not have a job, but is striving to get one. If a citizen is recognized as unemployed, he must confirm once every two weeks that he is unemployed and is looking for work. The main advantage in being registered with the employment service is that the unemployed person does not have a break in his work experience, which significantly affects the size of the pension when it is calculated. A citizen registered with the employment service has the right to undergo vocational training, vocational guidance, participation in paid public works, receive psychological assistance and other active policy measures. Because unemployment benefit is below the subsistence level, then the unemployed person can receive a subsidy for payment on the terms of low-income citizens utilities. The authors note some difficulties in obtaining this subsidy, because the average salary over the past 6 months should be below the subsistence level, which means that it will not be possible to receive a subsidy immediately, but after 3-6 months, depending on the level of wages at the last place of work.

The average age of the unemployed also belongs to one of the national characteristics. By the end of 2013, it is 35.2 years in the Russian Federation, 39 years in the USA, and 37.1 years in Japan. The low average age of the Russian unemployed is due to the fact that employers prefer not to hire young people without work experience, while in other countries this trend is not observed, on the contrary, new personnel are formed even when they receive higher education and when they receive a diploma, students in the United States, Europe and Japan already have job offers.

In informal employment, as in any phenomenon, there are both positive and negative sides for both the citizen, the enterprise and the economy as a whole, but the volume of informal employment in the Russian Federation must be reduced, because its share, and hence the share of the shadow market, which is not regulated at the legislative level, is very large, this requires state intervention, improvement of both tax and national policy. When developing a state policy program to reduce the share of the shadow sector of the economy in the Russian Federation, it is also necessary to take into account foreign experience, because the vast majority of developed countries have a minimal share of the shadow sector of the economy, and its presence does not have a great impact on social and economic factors.

On the present stage development of the Russian Federation, it is necessary to raise the status of the state employment service at the legislative level, adopting from foreign experience restrictions for recruiting agencies, stimulating the development of the public employment service. One of the points in increasing the attractiveness of the employment service is to increase the size of unemployment benefits, but this increase should not be very significant, otherwise it will lead to an increase in the number of unemployed who deliberately do not want to go to work. When forming an employment policy, an analysis of foreign experience is necessary, but completely adopting someone else's model of behavior is unacceptable for Russia.

Labor market and employment, domestic and foreign experience.

Legal and economic aspects

Content

First part

Second part

Active position of employment: domestic and foreign experience

Introduction

1. The concept of employment and its provision

Conclusion

Without dwelling on the analysis of the existing in science (primarily economic, because “employment” is an economic category) judgments on theoretical aspects employment in general and full employment in particular, we will try to immediately draw some conclusions.

Employment is a natural inherent state of any person, meaning “doing something”, “occupation”, etc.

In relations between citizens, the state and other subjects, employment appears (manifests itself) in various forms or types. First of all, it is necessary to single out legal and illegal forms (types) of employment. Depending on various classification criteria, they can be subdivided into independent various forms (types), and those, in turn, into fractional forms and types.

Let's go back to Articles 1 and 2 of the Employment Law. In our opinion, Article 2 lists the types and forms of employment in socially useful activities, but by no means all, but only those whose coverage of citizens does not give them the right to receive unemployment benefits. In particular, there are no such important forms of employment as raising children, caring for the disabled, employment in the household, etc. In other words, article 1 formulates such a concept of employment in socially useful activities, which, together with the content of article 2, only allows to establish when citizens cannot be recognized as unemployed and receive unemployment benefits.

We believe that, conditionally, all types of employment in socially useful activities, depending on a number of criteria, including the target orientation, can be attributed to three main types: educational; in military service and service in the internal affairs bodies; labor. At the same time, of course, the content of articles 1 and 2 of the Employment Law was also taken into account.

Employment is the employment of citizens in the field of public and personal labor in forms that do not contradict the law and both aimed at obtaining earnings (labor income) or other remuneration, and not having such a goal.

From the above definition it can be seen that it is necessary to distinguish, in turn, at least two types (subtypes) of employment (depending on its purpose). Each of them has its own forms. So, the main forms of the second type are: raising children, caring for a sick family member, charity, housekeeping and more.

Employment of the first type is the employment of people in the sphere of production or in economic importance. It should be understood as the satisfaction of the needs of the able-bodied population in the field of social and personal labor in forms that do not contradict the law and are aimed at obtaining earnings (labor income) or other remuneration.

Forms of employment in the economic sense are the areas of labor application established by law (or, in any case, not contradicting it), showing where and how citizens exercise the right to work. For example, they are: employment in organizations, regardless of their type, form of ownership and management; entrepreneurial activity; membership in production cooperatives(artels); employment in subsidiary crafts with the sale of products under contracts; conducting a peasant (farm) economy and more.

The above definition of employment in the sphere of production or in the economic sense is, in principle, at the same time the concept of full employment. We believe that the main difference between them is only in the degree of satisfaction of the needs of the able-bodied population in the sphere of social and personal labor, etc. If the need is fully satisfied, then there is also full employment.

The term "employment provision" is found quite often in the current legislation. It is also used in literature, but almost never deciphered.

At first glance, one might conclude that ensuring employment comes down to guaranteeing the right to work. And the very word "guarantee" means a guarantee, a guarantee. To guarantee means to provide, entrust, establish guarantees.

Perhaps this circumstance allowed V. N. Tolkunova to define employment, primarily as a set of socio-economic, legal and organizational guarantees that contribute to the fight against unemployment, the realization by everyone of their right to work, and the like.

From an economic point of view, the employment structure consists of three elements: attraction of labor resources; actual employment, or direct employment, that is, the use of labor power; release of labor resources. These elements are presented simultaneously in employment and reflect the real processes of the transition of labor resources from one state of employment to another. The attraction of labor resources and the release of labor resources are continuous processes that take place simultaneously and without which it is impossible to understand the actual employment.

Moreover, the dominant value belongs to the actual employment, or direct employment. It is precisely to achieve actual employment (inclusion of the worker in the total labor force and connection with the means of production) that the other two elements are directed - the attraction and release of labor resources.

That is why, in our opinion, if by ensuring employment we understand everything that is aimed at achieving it, then in relation to the above structure of employment, the provision can include, first of all, the attraction of labor resources, as well as their release.

Now we will try to highlight the boundaries of employment in the reproduction process of the labor force. It is known to be characterized by the unity of its phases - production, exchange, distribution and use. At the same time, production and distribution from the economic point of view of the expanded reproduction of the labor force together represent the formation of the labor force. But from the standpoint of the mechanism of state-legal influence on the process of labor force formation, its content should include the third phase of reproduction (distribution) and partly the first (its third moment is only the production of skilled labor). We call this moment the preparation of the labor force. Thus, the process of formation of the labor force from the point of view of the state-legal impact on it consists of two stages: preparation and distribution.

Employment is not a special or independent phase of the process of labor force reproduction.

It is generally accepted in the literature that employment relations cover all phases, and the effectiveness of the last of them, in which the use of labor resources, depends on the purposeful activity of society at the previous stages of reproduction.

Although the parallel use of these concepts has certain grounds: employment cannot be carried out without the use of the able-bodied population in the labor process. At the same time, there are qualitative and quantitative differences.

Thus, from the position of reproduction of the labor force, the provision of employment covers the phases of production, exchange and distribution. They are aimed at achieving employment or the use of labor resources. And in the aggregate, all phases of reproduction express employment.

Of course, categorizing only two elements of the employment structure (attraction and release of labor resources) and several phases of labor force reproduction (formation and exchange) into the category of “employment provision” is very conditional and does not mean at all that employment relations do not arise in employment itself and during the labor force phase. It also requires measures aimed at preserving, promoting and maintaining the employment already achieved in the process of using labor resources.

That is why it seems more correct to consider the provision of employment simultaneously in two aspects: broad and narrow (intrinsic) meanings. In the first sense, employment should be understood as a set of economic, social, organizational, legal and other measures that contribute to meeting the needs of the able-bodied population in the field of public and personal labor in forms that do not contradict the law, aimed at obtaining earnings (labor income) or other remuneration, and maintaining and sustaining the employment already achieved. In other words, this concept concerns the provision of employment in all phases of the reproduction of the labor force and all constituent elements employment structures.

Ensuring employment in the second aspect, i.e. in the proper sense of the word, it is a set of economic, social, organizational, legal and other measures that contribute to meeting the needs of the able-bodied population in the field of social and personal labor in forms that do not contradict the law, aimed at obtaining earnings (labor income) or other remuneration. It is this value that we are interested in in what follows.

For a more complete description of the concept of "employment", it is advisable to briefly dwell on its organizational and legal forms.

They should be understood as the organizational and legal methods and means established by the state that help citizens to get the opportunity to work (or be “covered” by a certain form of employment) in their chosen field of activity according to their vocation, abilities, education or other work for a period of temporary unemployment, as well as the necessary training for this.

The main organizational and legal forms include, for example, employment through the bodies of the federal state employment service, transfer to another organization or to another locality, organized recruitment of labor, agricultural resettlement and other forms of distribution of labor resources or types of employment, vocational guidance, training etc.

Thus, if the concept of "form of employment" means where and how a citizen realizes the right to work, then the concept of "form of employment" has a slightly different meaning - how he will do it (with the help of what additional mechanisms) or by what other established methods and funds to assist in right choice areas professional activity or forms of employment will take advantage (meaning vocational guidance, training, and more).

As for part-time work, multi-shift work, work on a reduced working time, brigade labor organization and some other categories that are often referred to as forms (or types) of employment or employment, then it is more correct to talk about the forms of labor organization at the enterprise and his mode or organizational forms employment.

2. Active position of employment: domestic and foreign experience

Russia's transition to a market path of development inevitably led to the emergence of unemployment, which is an integral feature of a market economy.

Under these conditions, we must study and apply the rich experience of foreign countries in reducing unemployment and mitigating its consequences, which indicates that the position of active employment is absolutely necessary in the labor market, the main goal of which is to promote the speedy return of the unemployed to active work through such diverse measures such as employment assistance, additional promotion of employment for persons with disabilities in the labor market, organization of public works and temporary employment, development of entrepreneurship and self-employment, professional education and counseling.

The attention paid by foreign countries to active labor market programs and the redistribution of a significant share of their resources in favor of these programs (from 0.4 percent of GDP in the US and Canada to 2 percent in Sweden) is due to many reasons. Firstly, an active position not only and not so much supports the existence of those who have lost their jobs, but above all encourages the activity of every citizen aimed at finding a job, which, in turn, reduces its dependence on income support through social benefits ( and, therefore, reduces the costs of the state budget), and also relieves tension in society associated with the difficult mental state of the unemployed (even if they receive fairly high benefits). Secondly, an active position increases labor productivity in general and, in particular, contributes to the restructuring of the economy, thereby increasing the efficiency of the use of labor resources, since it the main task consists in the fastest possible finding by the employee of such a workplace where his return will be the highest, that is, such a workplace that will optimally correspond to his mental and physical abilities.

Based on the foregoing, it is useful to review those measures of an active position of employment in the labor market that are used in foreign countries, as well as brief analysis the extent to which it is possible to apply similar measures in the Russian labor market.

I would like to start the consideration with the most obvious, but at the same time one of the most effective measures to assist in finding employment, carried out by a specialized nationwide service. Its main task is to reduce the time for searching for vacancies, the unemployed and employees by entrepreneurs, as well as reducing the mismatch between workers and jobs. The employment service helps employers to hire people who best suit their requirements, and employees find a place with the best conditions labor and/or higher wages.

Thus, main responsibility the employment office is to provide a meeting of buyers and sellers of labor. An entrepreneur with a vacancy can send an application to the agency, indicating the nature of the work, the required qualifications, and so on. Unemployed or a person who wants to change his workplace, has the right to ask about it at the bureau, for which he must fill out a registration sheet. Agency employees conduct an initial selection by matching requests and registration sheets. The employer is not obliged to hire the candidate found for him; the unemployed may also refuse a job offered to him. In almost all states, the activities of employment services are free of charge for both workers and entrepreneurs. The data collection and processing system is based on the same principles for the whole country, and the information is classified and not even available to the police.

The experience of France is interesting, where employment agencies organize special circles for the unemployed, holding classes 2-3 times a week on the topic “How to look for a job”, where various options for upcoming negotiations with employers are discussed, and other issues related to the rules of conduct when looking for a job. The activities of these circles are quite effective: they help 40 percent of their attendees find a good place for themselves.

Despite the fact that the efficiency of the state employment service is high, only a small part of the vacancies is filled with its help, and these are mostly jobs that require low qualifications. In Sweden, for example, only 35 percent of job seekers contact an employment office. In France, 750 thousand people are employed through state agencies. per year, or 15 percent of the total labor requirement. Even in the US, which has 300 job banks spanning the entire country, only 5 percent of individuals get jobs through a recruitment service.

The fact is that a number of reasons hinder the functioning of agencies. Thus, entrepreneurs with profitable vacancies and good employees rarely use their services, preferring to look for what they need through relatives and acquaintances or through advertisements and direct contacts. It is estimated that the majority of workers (56 percent) receive information about jobs from friends or family. Secondly, employers often do not announce their vacancies for fear of disclosure. trade secret. In this regard, in some countries they are legally required to do so (the “Compulsory Registration of Vacancies Act” in Sweden). Thirdly, difficulties in evaluating both the proposed work and the workers not only reduce the success of the bureau's activities, but also reduce their prestige. In many cases, private employment agencies are more promising. Finally, the National Employment Service is often viewed as a job-seeking agency for the underdog, and employers perceive the people sent to them from the bureau as the worst part of the workforce.

Another widely used government measure to improve labor market information is the publication of data on the future demand for various occupations, which is especially valuable for students choosing which career to prefer.

However, these publications contain a lot of room for error: the figures given are national averages, while trends in local markets may vary; technological shifts that change the demand for labor are almost unpredictable; and many calculations do not take into account that this demand also depends on wages.

As for the basic principles of the work of the Russian employment service, they are in line with international practice.

Thus, according to the Law on Employment of the Population, the state guarantees citizens free assistance in the selection suitable job and employment through the mediation of employment agencies (Article 12, paragraph 1).

Like employment offices in foreign countries, Russian authorities employment services ensure the publication of statistical data and information materials about the supply and demand for labor, employment opportunities.

The activities carried out by our employment agencies are undoubtedly useful for many people who are out of work or seeking to find a new job. At the same time, to the difficulties experienced by the employment services of foreign countries, which the employment offices in Russia inevitably face, are added such difficulties specific to our country as the lack of reliable information systems including the necessary equipment, software, stable contacts with employers and workers. Under these conditions, it is necessary to significantly expand the scope of labor mediation through such means as, for example, multifunctional labor exchanges dealing with various professional groups of workers from workers of broad specialties to intellectual workers; a variety of job fairs by territorial-industry, socio-professional, production-seasonal and other characteristics, depending on the situation on the labor market; specialized exchanges designed for specific categories of the population. At present, funds can also play a significant role mass media press, radio, television: we need special bulletins about vacancies, newspapers for those who are looking for a job, booklets that help them answer tests correctly, questionnaires that usually fill out during the employment procedure, and memos for those who are afraid of losing or have already lost its place containing the rules of conduct in the labor market.

Vocational training and retraining programs, as recognized by many scholars, are the main direction of the active position of employment in the labor market, since employment prospects, especially in conditions of structural adjustment, are tightly linked to the development human resources: good education and qualifications reliably protect workers from unemployment.

Thus, the proportion of those temporarily unemployed in the United States among those employed primarily in mental labor is 2-3 times lower than among manual workers, and among those with higher qualifications, the unemployment rate is 4-7 times lower than the rest. A similar picture can be observed in the countries of Eastern Europe: although unemployment was initially concentrated on skilled workers, now the highest levels of unemployment are among unskilled workers.

These programs are developed and adopted at the level of legislative bodies or are implemented through the joint participation of the state and entrepreneurs in the organization of professional training and retraining of personnel. They are aimed primarily at people who have lost their jobs due to the fact that their former profession is outdated, those who can no longer work in their specialty due to illness, young people who have not received the necessary professional education, women -housewives who decide to return to the labor market.

Usually candidates for training are looked for by the state employment service. She arranges studies and provides scholarships. Vocational training can take place in special centers or as part of continuing education programs at the enterprise. In the centers, studies are structured in such a way as to provide people with a wide range of professions. Its high efficiency is guaranteed by the use of individual plans that take into account the abilities and knowledge of each student, the modular principle of construction curricula and modern workshop equipment, including computers. For compiling training courses Leading specialists from universities and industrial firms are involved. The remuneration of teaching staff is carried out at the level that exists for employees of their class in the private sector. The total duration of training varies from several weeks to 3 years, depending on the degree of complexity of the profession and the individual training and capabilities of the student. Such centers can be either public or private.

Now the participation of employers in the professional training of workers is being stimulated in every possible way. Thus, French legislation provides that enterprises with 10 or more employees must allocate 1.2 percent of the wage fund for these purposes. Similar measures are in place in other countries (Great Britain, Italy, Sweden). The Cooperative Training Act, passed in the United States in 1982, puts training in close association with private companies. Business representatives are organized through the Private Industry Councils to administer the program and highlight the specific occupations needed for each region separately so that the unemployed can acquire the skills that best suit the needs of entrepreneurs. The most effective approach is on-the-job training, which includes an agreement with the employer to provide in-house training for people with a guarantee of subsequent hiring of those who successfully complete the course. The main advantage of this method, of course, is the possibility of employment. At the same time, when training on the job, the company usually selects the most capable students, and the professional training itself is carried out by the company, mainly during periods of favorable economic conditions. In Sweden, local training centers also sometimes negotiate with private enterprises for the compulsory employment of students in them. But, as a rule, free choice by graduates of the place of future work prevails, which is justified by the fact that too narrow specialization students in the interests of the immediate needs of a particular company is dangerous if the educational program is limited to a particular workplace.

In addition, the state is trying to stimulate the training and retraining of the unemployed through the payment of benefits to them in the form of investment in the vocational training they choose; through the removal of taxes on the money of enterprises going to train staff.

Similar measures are provided for by Russian legislation: unemployed citizens also have the right to free vocational guidance, vocational training, retraining in the direction of the employment service.

But the implementation of these measures in practice is difficult for a number of reasons. Firstly, the existing network of training and retraining of personnel is focused mainly on mass professions in order to alleviate their shortage, and not on the needs of the labor market, which implies flexibility in responding to changes in the situation in the field of labor supply and demand. In addition, it is traditionally designed for primary training of young people and advanced training within the specialty, but not for professional retraining adult population left without work and earnings. Finally, the Public Employment Service does not yet have its own training and course network, effective teaching methods and experienced staff of trainers and teachers. Complicating the implementation of vocational training and retraining programs is also the lack of information about what specialties are required and in what quantity; lack of requests from job seekers to retrain (still waiting to be in demand in the labor market, which may never happen); financial restrictions. The last factor should be emphasized: special attention should be paid to the careful selection of candidates for training and the training programs themselves.

The experience of foreign countries shows that only the cooperation of universities, technical schools and industrial companies can solve the problem of training modern personnel. It includes opening training centers, especially in the area the latest technologies, organization and implementation of targeted scientific programs, joint development of training courses, creation of a system of continuous training and retraining at the workplace. The establishment of close ties between universities, technical schools and vocational schools, on the one hand, and production, on the other, is the key to bringing the entire system of vocational training and retraining in our country out of the crisis. Cooperation in the development and mastering of new technologies on the basis of contracts, the creation of joint implementation firms, mutual services in providing training workshops with modern equipment, in organizing student internships, in developing a permanent system of training and retraining of personnel - all this will improve the quality of labor resources and at the same time facilitate the problem of employment of graduates, reducing both youth and structural unemployment.

It should be said about public works programs. First emerging in the United States (30s of the twentieth century), public works in those years were of a national nature and included labor that did not require highly qualified. Now they rarely cover the entire country, more often dealing with certain categories of the population, areas or periods of time (off-season, downturn in business activity).

Public works programs are, first, labour-intensive public works that aim to mobilize surplus labor in rural areas to build basic infrastructure (roads, irrigation facilities), protect land, and plant forests. In cities, this kind of work includes the laying of sidewalks, the construction and repair of public buildings and structures (schools, hospitals, libraries, museums, sewerage and water supply systems, etc.). Secondly, there are also so-called social public works, paid by the municipal authorities, services for the care of the elderly, the disabled, children, and the sick.

Most often, public works last part-time, so that workers can use part of their time for vocational training or to find a permanent job. Participants in these programs usually earn the minimum wage, allowing critics to say that such activities move people from unemployed to overemployed. Their opponents respond that, in today's economic climate, these programs are one of the few ways to create additional jobs while also providing a livelihood for the poorest sections of the population. In addition, the mental state of the employed is much better than the unemployed, and the money here, unlike unemployment benefits, is not paid free of charge. Finally, according to the calculations of German experts, every 100 jobs in the field of public works lead to the emergence of 30-40 jobs in other industries.

At the same time, one cannot but agree that the main negative feature of state public works programs is that 90 percent of all spending on them during a recession gives a return 2.5 years or more after the nadir of the crisis. To overcome this shortcoming, the US, for example, requires that public works begin no later than 90 days after plans are approved. In addition, smaller projects are favored because they take less time to complete, making it easier to wind down the program when economic conditions improve. Finally, the disadvantages of the existing public works should also include the fact that they practically do not create conditions for the professional orientation and training of the workers participating in them, thus not contributing to their further employment.

But, despite all that has been said, public works in Russia at the present time can be quite effective, since the excess of demand for jobs compared to the ability of the economy to satisfy this demand does not give grounds to expect a significant increase in the number of vacancies offering permanent job, especially in those regions and sectors of the economy where unemployment is especially high. In addition, by reducing unemployment, public works programs can provide labor to protect environment, infrastructure development, reduce social tension and keep workers from leaving the labor market.

Developing various options to reduce unemployment, government bodies are trying not only to reduce costs, taking care of the rational use of tax revenues, but to remove even the tinge of charity from state activities in this region. That is why such directions of employment policy are becoming more widespread, which are designed to push the unemployed to a more active search. First of all, we are talking about programs currently in place in 17 OECD countries that allow the payment of the entire amount of unemployment benefits to unemployed people for a maximum period, provided that they open their own business. An unemployed person who wants to start his own business submits an application with the necessary justifications to the employment agency, where specialists consider him and prepare their opinion. About 60 per cent of such requests are granted. At the same time, the start-up capital of a new enterprise can be provided at the expense of its owner by only 10 percent, up to 70 percent by state subsidies and about 20 percent by loans. A firm that does not make a profit is exempted from paying taxes for a certain period. As experience shows, it is the development of such enterprises that allows creating a significant part of new jobs. Thus, in France, 1/4 of all newly formed firms over the past 4 years has been financed from state unemployment insurance funds.

State support, which, in addition to monetary assistance, includes the provision of consulting and other services, determines the high degree of survival of these enterprises. For example, in the UK, 2 years after the opening, that is, when the receipt of state subsidies had already stopped, 65 percent of independent owners continued to function successfully.

In Russia, small-scale production in various forms has great prospects. It is known that only 3-5 percent of people have the inclination and ability to open their own business. Proceeding from this, the function of the employment service is to select from among those who applied to it those who can create their own firm. A great help in identifying the abilities necessary for an entrepreneur is provided by a testing method that allows you to recommend whether or not a citizen should do business, as well as decide whether to grant him a loan.

The priority direction of the active position of employment remains to alleviate the problem of employment of young people, because they are twice as likely as adults to be in the ranks of the unemployed, and youth unemployment is socially explosive. Youth are given priority in admission to state courses vocational training and retraining. For example, in the UK in 1983, a vocational training program for young people came into effect, providing for vocational training and work in the workplace for school graduates. In France, for young people aged 16 to 21 who have dropped out of school, internships are held at the expense of enterprises in order to compensate for shortcomings in education. Experts believe that the alternation of classes in high school and professional courses is very effective.

In addition to the opportunity to participate in various vocational training programs, young people have a priority right to enter subsidized jobs. Thus, in France, the state stimulates companies that employ young people without a specialty or qualifications, incurring the cost of insuring them against unemployment and illness for up to 1 year, which reduces labor costs by 20-25 percent. Similarly, in Spain, entrepreneurs who hire or train young people pay reduced social security contributions. And in the UK, Italy, Sweden, the state covers up to 80 percent of the company's costs in the employment of young people aged 16-18 without secondary education. In addition, most OECD countries continue to have publicly financed job creation programs for young people (public works).

The level of material support for young people covered by vocational training and employment programs varies by country, but everywhere is determined based on the following principles: payments should be adequate to a reasonable standard of living; they should attract people to the program, but not be so high that there is no need to look for another job; payments should form the right idea of ​​the potential of workers so that they do not want too much in the future.

The high level of unemployment among young people aged 16-24 can be caused not only by their poor training or lack of jobs, but also by the very process of looking for a job with a perspective. The dismissal of workers aged 55 and above poses more serious problems, and employment is much more difficult to solve due to the poor adaptation of older people to the growing requirements of modern production. The state is trying to stimulate their hiring with the help of subsidies to enterprises, as is done, for example, in Germany to attract workers over 50 years old.

Almost completely dependent on public funding and long-term unemployed. This category has its own specific difficulties: they have lost the habit of working and are therefore of no interest to employers. As a rule, their educational and qualification level is low.

Public works, although they alleviate the situation of the long-term unemployed, still give them only a temporary respite: the period of employment is limited to 1 year and only in rare cases can be extended for another 6 months (Germany, Great Britain). Entrepreneurs who attract the unemployed who have been unemployed for a long period are given state subsidies for supplements to their wages, which are usually below the normal level, as well as for vocational training of the long-term unemployed.

Disabled and chronically ill people need careful attention in the labor market, for whom special workshops can be opened, as in Sweden, or jobs can be quotas, as in France.

What is the theoretical assessment of programs that subsidize the employment of certain groups of the labor force? The US-famous Targeted Employment Tax Relief Program (1979) was created to help young workers and covered firms that attracted young people aged 18-24. Employers received 2 years of tax credits, which, according to government officials, helped to overcome initial resistance in hiring young workers and gave them the opportunity to gain work experience in 2 years of subsidized employment. This program lasted until 1985, and then was canceled due to the negative consequences it caused, common to all similar programs. The fact is that in the short run, tax cuts shifted the demand curve for labor to the right, thereby increasing the equilibrium values ​​of wages and employment for this group of workers. In the long run, subsidies have led to the replacement of capital, unsubsidized low-wage labor, and skilled labor with subsidized labor. Thus, an increase in the employment of workers in a certain category did not lead to an overall decrease in unemployment. In addition, since subsidies and tax breaks only apply to low-skilled workers, employers begin to reduce the training of their staff, which ultimately leads to an expansion of the group of workers highly exposed to unemployment.

In Russia, the risk of unemployment is highest for young people and those in need of social rehabilitation. It is clear that in the current conditions, when the closure of unprofitable industries and the release of workers are inevitable, it is just as inevitable that it will be difficult to find a job for those who do not have objective opportunities to compete on an equal footing in the labor market. All this leaves no doubt that special programs to maintain employment in our country are simply necessary, despite their negative aspects, which were mentioned earlier. What can the Russian employment service offer? Of course, these are the measures that are used to reduce unemployment in general, but can also be applied to certain groups of the unemployed who are in particular need of social protection and who experience difficulties in finding work.

Much attention is paid to young people, to improve the situation on the labor market of which a variety of measures are envisaged: compensation to employers for the costs associated with attracting and using the labor of young people, including the creation of special student jobs; opening of specialized youth centers for employment, social and psychological adaptation of graduates educational institutions; wide informing graduates of educational institutions about the possibilities of obtaining an additional profession (specialty) to find a job; organization of temporary employment of young people; implementation of projects for the development of youth entrepreneurship, self-employment, the creation of training courses and the provision of financial support for starting your own business; improving the mechanism for quoting jobs for graduates of educational institutions.

For the labor rehabilitation of disabled people, it is planned to organize model centers, develop special methods and professional training programs that help increase their competitiveness in the labor market, as well as maintain employment in enterprises that employ people with limited ability to work.

Conclusion

The process of the formation of the labor market in the transitional economy of Russia and the formation of new social and labor relations permeates the entire economic structure of society. Market relations designed to increase efficiency social production, at the same time lead to the aggravation of social contradictions, the stratification of the population, which is fraught with a social explosion. The experience of civilized development of the labor market and market relations in general provides for the existence and functioning of a system of reliable social protection for the most vulnerable socio-demographic groups of the population. The role of the state in a social market economy is to provide guarantees of social peace, one of the forms of which is the implementation of an active employment policy. Such a policy provides for the decisive role of the state in providing employment by supporting jobs, organizing training and retraining of personnel, career guidance and special forms of work with the unemployed.

In the conditions of the developing Russian economy, the experience of the active position of employment of foreign countries in the labor market, which is a system of measures to regulate the labor market, such as employment assistance, vocational training and retraining programs, public works programs, promotion of self-employment and entrepreneurial initiative, is of particular importance. The analysis of foreign experience may be of interest both in itself and as a subject of study, to what extent it is possible to apply similar measures in the Russian labor market.

An important role in carrying out an active position of employment in the labor market belongs to the employment service, the role of which has now changed qualitatively. From a mere employment intermediary, it is evolving into an active element in the regulation of the labor market. It must perform multidisciplinary functions. Its activities should be based on the implementation of preventive measures in order to influence the processes taking place in the field of employment, and not to eliminate their negative consequences.

At the moment, the tendency of increasing labor supply intensity with a sharp drop in demand for it remains in Russia, which reflects the worsening situation on the labor market. Based on this, it seems necessary to assess the current state of the system of vacant jobs and the current movement of the labor force, analyze on their basis the change in the sectoral need for workers, and also establish the relationship between this change and the dynamics of the main indicators of the country's socio-economic development and based on the established patterns determine how the demand for labor will change by industry in the future. This can be done using the data of the consolidated reporting on labor of the State Statistics Committee of the Russian Federation, Federal Service employment in Russia, as well as the center of economic conjuncture under the Government of the Russian Federation.

In the conditions of transition to a market economy, Russia is faced with the need to develop its own policy of vocational education, corresponding to its special conditions and new principles of management.

The main goal of the labor policy is to increase its efficiency based on the qualitative improvement of all organizational and economic parameters of labor activity in order to ensure the growth of the population's welfare.

However, the implementation of a multi-scale state policy in this sense runs into resource constraints associated with the economic realities of the transition period. Therefore, in order to achieve the set goal, it is objectively inevitable to choose priority, predominantly non-investment areas of reform in the sphere of labor. These primarily include reforming the wage system and developing social partnership as a tool for the formation of a new mechanism of labor relations in Russia. The development of social partnership is uneven and not without drawbacks.

In general, an in-depth expert analysis of poverty in the country is needed, including sociological research and taking into account indicators of absolute, relative and subjective poverty. When analyzing the causes of poverty, both socio-demographic factors and economic factors should be taken into account. This analysis makes it possible to set country-specific poverty reduction targets. A poverty reduction policy should be developed taking into account country specifics, in particular the demographic situation, country traditions in the organization of families and households, taking into account the general level of development of the country.

An effective poverty reduction policy requires programmatic approaches. This applies not only to the direct spending of public (budget) funds on helping the poor, pensions, unemployment insurance, medical care, education, subsidies for housing and utilities. Programs to stimulate employment and increase wages, including in the market sector of the economy, can make an equally important contribution to poverty reduction. Support for small and medium-sized businesses, including the reduction of administrative barriers when opening new enterprises, preventing corruption, establishing reasonable levels and forms of taxation of small and medium-sized businesses, caring for a favorable investment climate, is one of the important tools for reducing poverty. The active position of employment, including the promotion of the creation of new jobs, training and retraining of the unemployed, the organization of public works, plays a particularly significant role in countries with economies in transition.

Bibliography

Regulations

1. The Constitution of the Russian Federation. M., 2004.

2. Law of the Russian Federation "On employment in the Russian Federation" No. 1032-1 dated April 19, 1991 // Russian newspaper. May 6, 1996

Special literature

1. Abramova O.V., Gavrilina A.K. Legal regulation employment // M., 1997

2. Gavrilina A. K. Rights and obligations of an unemployed citizen // Labor law. 1998. No. 3.

3. Katulsky E. The main directions of state policy in the Russian labor market // Man and labor. 1998. No. 1.

4. Comment to Labor Code Russian Federation. M., 2002.

5. Kotlyar S. Public works. Ways to reduce the “temperature” in the labor market // Man and Labor. 1998. No. 3.

6. Lushnikova M. V. Recognition of a citizen as unemployed under the law of the Russian Federation “On employment in the Russian Federation” (Problems of application) // Russian economic journal. 1996. No. 1.

7. Nikitin E. Conditions and procedure for recognizing a citizen as unemployed // Russian Justice. 1996. No. 2.

8. Nikitin E. The level of social protection of the unemployed increased // Russian Justice. 1996. No. 7.

9. Prokopov F. The effectiveness of the system of unemployment benefits // Man and labor. 1998. No. 3.

10. Pushkina T. Professional rehabilitation and employment of disabled people: implementation of the legislation of the Russian Federation // Chelovek i trud. 1998. No. 6.

11. Glossary of terms used in the activities of employment services. M., 1997.

Russian newspaper. 1996. May 6 (with subsequent changes and additions) Further in the text - the law on employment.

See, for example: Churakov V. Starting conditions for the formation of the labor market in Russia // Man and Labor. 1993. No. 4. P.38.

The main ones are summarized, for example, in the textbook: Andreeva L.A., Medvedev O.M. Legal regulation of employment in Russia / under. total ed. O. M. Medvedev. - M.: MGIU, 1997. S. 11-16.

It is considered further.

See: Skobelkin V.N. Legal guarantees of labor rights of workers and employees. - M .: Legal literature, 1969. P. 8.

See: Commentary on the Labor Code of the Russian Federation / ed. K.N. Gusova. – M.: ITD-Grachev S.M., 1996. S. 101.

See: Chembrovsky V.V. Problems of employment in a socialist society. - Chisinau: Shtiintsa, 1973. P.13-17.

See, for example: Zlupko S.N. Theoretical and managerial aspects of employment in a developed socialist society. - Kyiv: Naukova Dumka, 1985. S.13-14.

We include the following main forms of personnel training among the forms of employment provision: training of personnel in vocational education institutions, directly at work, through the employment service, retraining, advanced training. Moreover, each of them can be subdivided into more fractional forms depending on various classification criteria.

See, for example: Human Resources Management / ed. ed. L.A. Kostina. - M.: Economics, 1987. S.28, 31.

By international standards, there are more than 7 million unemployed in Russia. Russian employment services registered 1,707,000 unemployed, which is 2.3% of the economically active population of the country, Deputy Head of the Federal Service for Labor and Employment Yuri Gertsiy said at a round table meeting of the State Duma Committee on Labor and Social Policy. At the same time, Hertius explained that another 5.6 million people, 7.5% of the working population, did not have an occupation, but were actively looking for it. In accordance with the methodology of the International Labor Organization (ILO), they are classified as unemployed. According to the Deputy Head of Rostrud, over the past five years there has been a trend towards an increase in the number of citizens applying to the employment service. At the same time, the number of those who found work through employment services is also increasing. So, during this time, out of 6.5 million people, more than 50% found a new job, the press service of the Federal Service for Labor and Employment of the Russian Federation reported.

An example for the Krasnoyarsk Territory: “Despite all the difficulties, in 2005 the Krasnoyarsk Territory managed to reverse the negative trend of rising unemployment. Over the past year, thanks to the help of the employment service, 83,400 residents of the region found work. This is a record both for our region and for the entire Siberian Federal District. What made it possible to achieve such success? Every year, 140-150 thousand people apply to the employment service. All applicants can use the bank of vacancies of the employment service, containing information about permanent, rotational, seasonal jobs throughout the region. But the main thing is that the employment service conducts a number of programs of active employment policy. These programs can be conditionally divided into two categories: vocational guidance and training - one, temporary employment - two. The first category primarily refers to vocational training. Last year, about 12,000 people received a new specialty that is in demand on the labor market. At the same time, 90% of the unemployed found employment after retraining. A significant role in employment was played by job fairs (510 were organized last year). Last year, 116,000 residents of the region received services from the employment service in the field of vocational guidance (the vast majority of them are young people). The Employment Service seriously supports people who decide to start a business: last year, 8,000 unemployed people received help in this area, 247 people started their own business with financial support. In the field of temporary employment, the employment service operates in several areas. The first is public works (primarily in the field of social services) - last year 12,300 people took part in them. Temporary job in 2005 received about 500 young graduates of vocational schools and technical schools. The employment service pays special attention to temporary employment of 14-18-year-old teenagers: over the past year, more than 21,000 young residents of the region were able to work during the holidays. Evening Krasnoyarsk. No. 5 (49) Wednesday, February 08, 2006

Last year, about 12,000 people received a new specialty that is in demand on the labor market. At the same time, 90% of the unemployed found employment after retraining. A significant role in employment was played by job fairs (510 were organized last year). Last year, 116,000 residents of the region received services from the employment service in the field of vocational guidance (the vast majority of them are young people). The Employment Service seriously supports people who decide to start a business: last year, 8,000 unemployed people received help in this area, 247 people started their own business with financial support. In the field of temporary employment, the employment service operates in several areas. The first is public work (primarily in the field of social services) - last year 12,300 people took part in them. In 2005, about 500 young graduates of vocational schools and technical schools received temporary jobs. The employment service pays special attention to temporary employment of 14-18-year-olds: over the past year, more than 21,000 young residents of the region were able to work during the holidays. Evening Krasnoyarsk. No. 5 (49) Wednesday, February 08, 2006

Who are they, the inhabitants of the region, who cannot find work? The regional employment service department knows the answer to this question. The “portrait of unemployment” in Krasnoyarsk looks like this. Over the past three years, among the registered unemployed, the number of women has increased (from 61% to 67%), young people aged 16-29 (from 34% to 40%), older people over the age of 50 (from 8.5% to 12%) . About 60% of the unemployed live in cities, but the number of villagers registered with the employment service is constantly increasing (31% at the beginning of 2003, 43% at the end of 2005). Experts note a decrease in the level of education among the unemployed. If three years ago higher education had 11% of registered unemployed, now only 9%. The number of unemployed with secondary vocational education has also decreased by five percent. At the same time, there are four percent more people who do not even have a complete secondary education. Evening Krasnoyarsk. No. 5 (49) Wednesday, February 08, 2006