For economists from all over the world, the Russian labor market is a very strange and fascinating mystery. The economic crisis that swept the country in 2014 led to a rapid drop in the salaries of Russians, but they, however, are in no hurry to change jobs, and unemployment in the country is at a relatively stable and low level. At the same time, experts are seriously concerned about the situation when, with age, the population's labor incomes fall significantly: with the same professional qualities, an employee who is 15-20 years younger will receive a significantly higher salary.

Russian economists from the HSE have repeatedly described the state of the labor market in their regular reports. After analyzing several of them, the Karyerist.ru Analytical Center managed to identify 7 main problems that most Russian workers have to face in one form or another. They have taken place before, but will continue to influence in 2018. Let's start with the age-old problem - a very dubious increase in wages.

Wages rise but fall

The Russian labor market is characterized by a specific reaction to all economic crises that have occurred in the country. If in the West people usually lose their jobs en masse at such times, in the Russian Federation employment remains at a relatively stable level. For example, during the crisis of 2008-09, unemployment increased to only 8%, but the figures soon returned to the past. Economic shocks have a much greater impact on the labor income of Russians. Thus, according to the HSE, for 3 full-fledged crisis years, salaries lost about 10% of their volume. In 2017, the situation leveled off somewhat, and the government continued to announce the growth of real wages - for example, in the first 10 months of 2017, the annual growth was 4.3% compared to 2016. This, however, only provides a foundation for the future - there is no need to talk about compensating for the indicators of past years.

The situation is aggravated by the “traditions” of Russian employers. First, the massive introduction of a variable part of wages in the private sector has a significant negative impact. It is not news that for many, a specific salary depends on productivity indicators or economic indicators enterprises. It is no wonder that in the conditions of an economic downturn, wages will be massively reduced.

Secondly, we often see a pattern of massive transfers of staff to part-time jobs. Naturally, the reduction in working hours reduces wages. Thirdly, only rare employers practice indexation. So, even if the worker even managed to keep the wage at the same level, this does not mean at all that its purchasing power will not fall as a result of inflation.

The law that does not exist

If we proceed from the dry letter of the law, then Russian labor legislation is really tough in relation to the employer and his relationship with employees, in particular, in matters of dismissal. The dismissal of an employee at the initiative of the employer, for example, is possible only in exceptional cases, and even then with certain costs on the part of the employer. Such strict rules carry serious risks for business. Therefore, employers en masse prefer to simply not perform it. This applies to many aspects of labor relations.

First of all, there are employment issues. It is much easier for an employer to refuse official registration of an employee, which will allow him not only to save on paying taxes and insurance premiums, but also to dictate his own rules to the employee. According to the HSE, the illegal labor market covers about 30 million workers, despite the fact that the able-bodied citizens of the Russian Federation are about 71-72 million people. In addition, employers do not hesitate to shift their costs onto the shoulders of employees. So, despite the presence of serious sanctions, in Russia you will not surprise anyone with a salary delay. Often there are cases of forced dismissal, when an employee is forced to quit "on their own".

Such legal nihilism of employers is connected with the weakness of state institutions that are engaged in supervisory activities. As a result, there is a complete lack of trust in the employer on the part of employees, as well as a lack of trust in the state as an impassive judge.

A burden for the union

In fact, violations of labor legislation by the employer have reached such proportions that the employee, even if he officially gets a new job, he has no confidence that the labor contract concluded with him will be fully executed. Why, there is no complete certainty even that he will be paid the first salary until the employee receives it in his hands. The same situation develops in cases where part of the salary is variable, according to the HSE.

In theory, hundreds of Russian trade unions should control the situation, operating either within the entire country, or in its individual regions, or even at individual enterprises. However, they prefer to remain silent, remembering their members only when they stop regularly paying membership dues.

In general, ordinary people have the impression that Russian trade unions are much more likely to defend the employer, with whom, logically, they should, on the contrary, be “on opposite sides of the barricades”. Nevertheless, they prefer not to interfere in relations between the employer and employees, confining themselves to a modest collection of membership dues. It's about big money, by the way.

For example, the largest trade union organization in Russia is the Federation of Independent Trade Unions. It includes about 21 million members, 80% of which regularly transfer 1% of their salary every month. Thus, according to our rough calculations, the FNP annually accumulates about 70 billion rubles only through contributions. What, with such funding, their contribution to the protection of workers' rights, it is very difficult for us to assess.

Legacy Jobs

According to average estimates, the annual increase in the number of modern jobs in the world is 10-15% - a similar number of old jobs is shrinking. That is, there is a gradual modernization and increase in the productivity of jobs, which, of course, is typical primarily for developed countries, the status of which Russia also claims. However, in the Russian Federation this process is hampered not only in comparison with advanced, but even with developing countries, the HSE is sure.

So, over the past 10 years, the number of jobs in large and medium-sized businesses has decreased by 5 million units, from 39 to 34 million. That is, in fact, it turns out that employers cut jobs in a much larger volume than they created new ones. According to experts, even if the enterprise is growing, the share of new jobs created in it does not exceed 4-5% per year. First, it is much less than in the West and even in neighboring China. Secondly, we are not talking about high-tech jobs at all. That is, the growth of productivity in the workplace is only in exceptional cases.

The labor market in Russia was formed during the transition from a command economy to a market economy, when all its participants were forced to respond to the changing situation. With the introduction of cooperatives for private entrepreneurship, many areas have become available that were previously unthinkable. Many big businessmen - captains of the domestic economy - then laid the foundations of their business in order to prepare later for loans-for-shares auctions and take a direct part in the privatization of the tidbits of state property, which will subsequently form the main assets of the majority of participants in the Russian Forbes list.

An entrepreneur is always interested in making a profit, and maximizes it in three ways: by increasing the prices of his products, by increasing output due to increased labor productivity, and by reducing costs. And among the main costs, as you know, is wages, which also, in addition to the actual payments to the employee, carry a large tax burden on the employer, which currently for the general taxation regime is 30% of the salary (22% falls on contributions to Pension Fund Russia, 2.9% - to the Social Insurance Fund, 5.1% - to the Federal Compulsory Medical Insurance Fund). In addition, a 13% personal income tax is withheld from the employee's salary. Thus, in order for an employee to receive 50 thousand rubles a month "in hand", the employer has to charge almost 75 thousand rubles a month. The tax burden lay on wages and more early times the existence of the Russian labor market (before modern contributions, until 2010 there was a single social tax of 26%, even earlier in Russia there was a progressive taxation scale, which was replaced by a flat one to increase tax collection).

Even with the possible return of most firms to gray pay schemes, with the exception of the largest firms, as well as banks and other financial institutions, employers are unlikely to increase wages in proportion to the taxes thus saved. Most likely, they will continue to pay the same wages, only under new conditions, and the released funds will be put into circulation or for personal purposes. This assumption only emphasizes that for the firm wages are costs that must be reduced in order to maximize profits, and no arguments can convince them otherwise.

In a modern Western-style economy in such conditions, entrepreneurs should have very strong opponents in the face of the state and trade unions, who are able to withstand such pressure and prevent unreasonable wage cuts, and if this does happen, then control this process so that wages did not fall below a certain level.

Officially in the Russian Federation there is the Federation of Independent Trade Unions of Russia (FNPR) - a public organization under the auspices of which most of the major Russian trade unions are. It was formed in 1990 as "a national trade union center independent of the state, political and business structures." The FNPR, according to information from its official website, unites 122 member organizations, 5 all-Russian trade unions have cooperation agreements with the FNPR. The FNPR embraces more than 20 million people—about 95% of all trade union members in our country.

The main problems associated with the activities of the FNPR are the virtual monopolization of the trade union movement, a pronounced pro-government orientation, and an imitation of the struggle for the rights of workers. The FNPR is convenient for government and business, takes part in the tripartite commission for the regulation of social and labor relations, but does not protect the rights of workers so successfully. The demands made by the FNPR sound peaceful in relation to the authorities, all rallies and events are coordinated without any problems. At one time, the FNPR approved a law on the monetization of benefits that caused mass protests among the population. The creation of independent trade unions is blocked by the law on trade unions in force in Russia, and the trade unions that survived after the collapse of the USSR, as G.E. Alpatov, they play the role of a "non-working TV" - they take up space, but do not function properly. This situation suggests that at present in Russia "organized" trade unions do not exist and are not able to influence business in order to protect the rights of an employee in a dispute with an employer.

In Russia, there is a minimum wage (SMIC) - the established minimum wage, less than which the employer cannot pay his employee, except in cases of part-time work. Since January 1, 2016, the minimum wage in Russia has been 6,204 rubles per month, which is equal to 54% of the government's projected subsistence minimum for the working-age population for 2016. Even the declared increase from July 1, 2016 in the level of increase in the minimum wage to 7500 rubles. seems to be only a small step towards equality between the minimum wage and the living wage. In Russia, there is still a difference fixed at the legislative level between the minimum wage and the cost of a statistically calculated food basket, which is lower than the real minimum of products and services necessary for living in modern Russian megacities. Against the background of economic cataclysms, inflation caused by sanctions and the devaluation of the ruble, a 4% increase in the minimum wage looks clearly insufficient.

The presence of a "gray" labor market is traditionally characteristic of the domestic economy, which is expressed in a high proportion of informally employed workers, especially in the small business sector. Also, Russians are reluctant to use the services of the state employment service, which registers only a small proportion of job seekers as unemployed. To overcome the lack of data, the statistical analysis uses the method of surveying the population on employment problems, conducted by questioning citizens on the basis of sampling method selection of households with subsequent extrapolation of the results to the entire population of the studied age group. According to Rosstat data, which are shown in Table 1, the share of registered unemployed in their total number was 34% in 2009 and decreased to 22.7% in 2014.

The reason for such a low proportion of those registered is the extremely low unemployment benefit, which is inferior to both the minimum wage and the living wage. For 2016, the minimum unemployment benefit is 850 rubles, the maximum unemployment benefit is 4,900 rubles, which is less than the national minimum wage of 6,204 rubles. and even more so the future value of the minimum wage of 7500 rubles. Note that these boundaries have not changed since 2009, and this is surprising against the backdrop of inflation that has taken place all these years. Of course, unemployment benefits should serve as an incentive for the candidate to look for work and not live on benefits, but its amount should be sufficient to attract those who are looking for work to be sent to industries that the state needs and whose support is badly needed. domestic economy, in particular in import-substituting industries. Such a value is the subsistence minimum, which should be a guideline not only for calculating the abstract minimum quality of life, but also the minimum wage and unemployment benefits, at least its maximum limit.

Raising the unemployment benefit to the level of the subsistence minimum, which must also correspond to the minimum wage, would be a key step to eliminate the shortcomings in the interaction of labor market actors. This is important for increasing the efficiency of the employment service, which can thus cover much large quantity unemployed than now. The job search process will move from an informal to an official plane, since many unemployed citizens, seeking to receive benefits, will register and consider vacancies offered by the state. This will increase the latter's ability to influence employment in certain industries and reduce the volume of the "gray" labor market uncontrolled by the state. Instead of receiving a small salary in envelopes, many will have an incentive to refuse such work, register with the employment service, receive increased benefits from current levels and look for opportunities to work at a salary above this level, which will also give impetus to higher wages in economy at the expense of their lower segment. union worker unemployment

One of the effective measures could be the integration of the employment service with specialized companies operating in the recruiting services market. For example, such popular sites as headhunter, superjob, could receive an additional payment from the budget for placing applicants for vacancies, which are required to be filled according to the socio-economic development plan of a particular region. In interaction state structures and private market participants, there is great potential, the work on which would help improve the infrastructure of the labor market of the country and the region, which should better cope with its main task - to fill jobs in the economy, helping the supply of labor to meet the existing demand.

Also note that Russia uses a monthly rather than an hourly minimum wage, as in other countries. A shorter interval stimulates the growth of employees' income, which cannot be said in the case of a monthly interval. Taking into account the very value of the minimum wage, which does not cover the subsistence minimum, it can certainly be argued that in Russia there is a problem of lowering the minimum wage, which is a conscious policy of the government to achieve the planned indicators by local authorities, despite declarative and hesitant discussions of possible changes. It can be concluded that instead of stimulating wage growth, there is an artificial slowdown in wage growth, both on the part of the state and on the part of the business that supports it.

We can cite statistical data that testify to a constant share of wages in GDP. The dynamics of household spending correlates with the dynamics of labor costs. Taking into account the approximate share of 45% that wages have in GDP, the data on which are given in Table 2, an increase in wages in the labor market means an increase in a significant share of demand in the goods market. This could lead to demand for investment in machinery and equipment in the goods-producing industries that are in demand by households, demand for the means of labor to produce these machinery and equipment, and ultimately infrastructure development. Household demand is the basis of other components of aggregate demand, which, according to G.E. Alpatov, "a much larger multiplier effect than is commonly believed in macroeconomic theory."

Thus, one can observe the problems of imperfection of the Russian labor market in modern conditions. In addition to demographic problems, tendencies to pull the labor force from neighboring regions by million-plus cities, which does not contribute to the development of a single economic space in the country, there are problems in the labor market infrastructure that impede its normal functioning.

For Russia, the labor market is characterized by a situation where market forces are skewed in favor of the employer, so it is important to eliminate the excessive influence of labor demand, which is opposed by unorganized, fragmented labor supply, which has a much less strong position in our country, unlike Western countries with their long history of existence. really working trade unions and other elements of labor market infrastructure. One way to solve this problem is to reduce the supply of labor, which in the case of Russia means a change in migration policy. An important decision One of the main factors that should increase the level of wages in the economy is a decrease in the influx of migrants from the CIS countries with low human capital and focused mainly on unskilled labor. Against the backdrop of the events taking place in Western Europe related to the flow of refugees from the Middle East, a fresh look at migration processes in the post-Soviet space is important. Foreigners, taking jobs, have occupied a large share of jobs in the construction industry, and with their dumping on the labor market, they undermine the rudiments of Russian attitudes towards working professions as worthy ways of earning money, as a result of which many potential workers who do not have the proper knowledge and qualifications refuse to work. professions without even having other alternatives.

An important step in this direction could be the introduction of additional restrictions on the path of such migration. For example, an effective measure could be the opening of a guarantee deposit on the part of migrants entering the country in a sufficient amount, which guarantees law-abiding behavior on their part and cuts off those intending to violate the regime of stay in the Russian Federation. The funds received could be withdrawn in case of violation of migration legislation, and for the period of stay of a citizen of a foreign state in the Russian Federation, these funds could be placed on financial market and bring additional income to the budget of the Russian Federation. When a migrant leaves the country, these funds would be returned to him in the prescribed manner. You can be sure that the amount of such a deposit in the amount of at least 100 thousand rubles. will significantly reduce the influx of migrants, in particular those young people who do not even know the Russian language. Only those who are really determined to work in Russia without violating the law, and who are ready to subsequently integrate into Russian society, would come, confirming their intentions, including materially.

The country's labor resources need to be protected from cheap labor imports in the form of "dumping" migrants. In the conditions of modern informatization of society, any workplace must be registered through an electronic application at the labor exchange. Recruitment of migrants without reporting a vacancy on the stock exchange should be prohibited. Foreigners can take jobs only in the absence of applications from domestic citizens, as is done in other countries, in particular in Germany. It is also advisable to increase the tax burden on working foreigners in order to reduce their competitiveness in the labor market. For example, to double the cost of a patent for foreign citizens, the amount of which in St. Petersburg in 2016 is 3,000 rubles per month.

The noted measures will help reduce the supply of unskilled, cheap labor in the labor market, limit the influx of foreign workers into Russia, and thereby make the market positions of workers stronger than those of employers, which now clearly dominate, which ultimately translates into low wages for workers in the country's economy.

It should also be noted that the development of the labor market in Russia is constrained by low labor force mobility, which manifests itself only in the desire of residents of the rest of Russia to move to large metropolitan areas, primarily to Moscow and St. regions, with the exception of perhaps the Tyumen region and the Khanty-Mansi Autonomous Okrug. This state of affairs does not contribute to the development of a single economic space on the territory of Russia, which is the difference between the countries of Western Europe, where there is no such difference in the socio-economic development of regions.

In addition to the fact that it is necessary to develop territories, create industries and jobs, it is necessary to increase the mobility of the labor force, which could manifest itself in the direction necessary for the state to participate in priority projects in a particular region. First of all, measures are needed to provide those moving to a permanent place of work in a certain region, upon request, with housing and the necessary attributes of social infrastructure for workers and their families: kindergartens and schools, clinics and hospitals, and other social facilities. In fact, this means that it is necessary to return to the Soviet system of distributing institute graduates among the country's enterprises. Only in modern conditions this should happen not under coercion, but with the help of material incentives - for example, to guarantee that an employee will receive housing in a given region, provided that he works at the enterprise or in the structure of the holding that it represents for at least 10 years. It is also possible to limit the possibility of selling this property to a certain period in order to avoid speculation on the part of those who want to derive unreasonable material benefits from this.

Of course, it is not a fact that many will agree to this, but undoubtedly this will affect the increase in migration flows within the country and activate the labor market. Also, such a system could be linked to the all-Russian ranking of universities, according to which the amount of compensation for one or another graduate would differ. Much of the practice of the Soviet years was unjustifiably discarded, although many institutions of the planned economy functioned effectively. It should be taken into account that the state's share in the economy is increasing, in many markets state corporations are being created that consolidate former private assets, and large enterprises owned by businessmen who are close to the top leadership of the country or completely loyal to him. With an impetus from above and sufficient political will, these transformations can increase the mobility of the Russian labor market and ultimately make the country's economic territory more even, without the sharp regional differences that are inherent in it now.

Of course, the implementation of such a program requires large funds, but given how inefficiently sometimes budget revenues are spent, it can be found by reducing corruption and by optimizing other budget items. necessary funds. For example, the reduction of inefficient investment programs of large state corporations could improve the quality of corporate governance and strengthen the state system of a balanced economy.

The above set of measures is preliminary. Nevertheless, the implementation of some of them would help to increase the level of wages and promote economic growth and increase the competitiveness of the economy of Russia and its regions through an increase in the consumption component, which is the most important component of GDP. They affect different interests, which are not beneficial to everyone and are indisputable, but in the conditions of the crisis in which the domestic economy is located, such decisive actions could serve as a powerful impetus to the development of the domestic labor market as an integral element of the country's economy.

Introduction

1. LABOR MARKET: THE THEORY OF THE QUESTION

1.1. The essence of the labor market

1.2. Labor market infrastructure

1.3. Features of the labor market.

2. LABOR MARKET ISSUES

2.1. Characteristics of the labor market and employment in modern Russia

2.2. The essence of employment

2.3. Types of forms of employment.

3. WAYS TO SOLVING THE PROBLEMS OF THE LABOR MARKET

Conclusion

Bibliography

Applications

Introduction

At the moment, this topic is very relevant, since the labor market is the most important element of a market economy. In connection with the decline in production in the 90s in Russia as a whole, the situation on the labor market became tense and unstable. So in our life there was such a negative phenomenon as unemployment. Unemployment has serious social consequences, since work is, on the one hand, a source of income, and on the other hand, a means of self-affirmation of a person in society. This explains the relevance of the chosen topic.

The purpose of the work is to analyze the labor market, as well as identify problems and ways to solve them.

The object of the study is Russia (the Russian labor market).

The subject of the study is indicators characterizing the state of the labor market.

In accordance with the goal, the following tasks were set and solved:

· Consider the theoretical aspects of the essence, structure and functions of the labor market, its specifics and features at the present stage;

· Identify problems in the Russian labor market;

· Assess the state of the labor market in Russia today.

The work used the works of K. Marx, J. Keynes, A. Pigou and P. Heine, as well as statistical data from the server of the Federal State Statistics Service.

The course work consists of an introduction, three chapters, a conclusion, a list of references and an application.

1. LABOR MARKET: THE THEORY OF THE QUESTION

1.1. The essence of the labor market

The sphere of labor is an important and multifaceted area of ​​the economic and social life of society. It covers both the labor market and its direct use in social production. The labor market, or as it is also called, the labor market, has a fundamental feature - its components are directly living people who not only act as carriers of the labor force, but are also endowed with specific features: psycho-physiological, social, cultural, religious, political, etc. These features have a significant impact on the motivation and degree of labor activity of people and are reflected in the state of the labor market as a whole.

On the labor market, the value of the labor force is assessed, the conditions for its employment are determined, including the amount of wages, working conditions, the possibility of obtaining education, professional growth, job security, etc. The labor market reflects the main trends in the dynamics of employment, its main structures (sectoral, vocational, demographic), i.e. in the social division of labor, as well as labor mobility, the scale and dynamics of unemployment.

The labor market is a mechanism for establishing contacts between buyers of labor (employers) and sellers of labor (hired). This market includes not only specially organized institutions - labor exchanges, but also all individual transactions for hiring labor. The labor market is closely connected with other subsystems of the market. For example, in order to be in demand, the labor force must have a certain combination of physical, mental and professional abilities. Realizing these abilities in the production process, it must be constantly reproduced. It depends, in particular, on the state of the consumer goods market. There should be competition in the labor market as the main driving force for improving the employee's ability to work.

The circle of sellers in the labor market is extremely diverse. It includes a miner who is hired to mine coal underground, and a rock singer who signs a contract to hold concerts, and a scientist who receives money to conduct research that the customer needs, and a minister who is paid by the state to lead a certain field of activity.

Feeling the need for constant reproduction, and each time at a new, higher level, the bearer of the labor force is looking for only such an employer to whom he could offer it at the most favorable conditions. Therefore, there must also be competition in the demand for labor. Under such conditions, the social and economic development of society will take place, based on the market activity of workers offering their labor force, on the one hand, and employers, on the other.

The labor market is a set of economic and legal procedures that allow people to exchange their labor services wages and other benefits that firms agree to provide in exchange for labor services. (Appendix No. 1 clearly shows the classification of labor markets).

1.2. Labor market infrastructure

It seems that the concepts under consideration, complementing each other, give a general picture of the functioning of the labor market. It is believed, in particular, that the qualification of an employee is always acquired before he enters the labor market, and this is far from always true, since in many cases an employee receives a qualification already at work, i.e. after hiring. This means that it is rather difficult to assess its potential in the market.

Another postulate states that the productivity of human labor is known in advance. But this is not the case either, since there are many methods of motivation that can increase labor productivity. It is also obvious that not only wages serve for the worker as a sufficient assessment of his work and a reflection of the degree of his satisfaction with his position in production and in the labor market. It also calls into question the simplified market-price approach to a person. It is very difficult to assess the potential of a person in the labor market also because in the labor process the main contribution to production in most cases is achieved through not individual, but collective efforts.

Thus, the labor market, obeying the laws of supply and demand as a whole, 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 Russia, the average annual population growth rate has dropped 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.

Although much attention is currently paid to the study of labor infrastructure, nevertheless, certain issues require close study. First of all, the concept of labor market infrastructure requires clarification, the establishment of the relationship and subordination of the elements of the labor market infrastructure, their classification.

In the economic literature, the concept of labor market infrastructure is interpreted as follows:

1. a set of institutions and organizations, state and commercial enterprises and services that ensure its normal functioning

2. labor market infrastructure includes labor exchanges, government systems taking into account the demand for labor, retraining of personnel, regulation of migration, subsidies to the population, etc.

3. a set of institutions to promote employment, vocational training and retraining of personnel, vocational guidance of the able-bodied population. It includes a whole network of employment funds, labor exchanges (employment centers), centers for training and retraining of the workforce, etc.

In my opinion, the point of view of I. Bushmarin deserves attention, according to which the labor market infrastructure includes, in fact, the entire economy, numerous state, public and private institutions, as well as the education system, including those owned by firms, cultural institutions, healthcare, various non-profit social organizations and, most importantly, the institution of the family.

This approach gives grounds to consider the infrastructure of the labor market in a broad and narrow sense. In a broad sense, the labor market infrastructure can be viewed as a set of economic sectors and legal institutions that ensure the reproduction of the labor force. In a narrow sense, the labor market infrastructure should be considered as a set of institutions and organizations, state and commercial enterprises and services that ensure full and rational employment of the population, as well as the achievement of the interests of both workers and employers.

It is usually noted that the main socio-economic function of the labor market is to achieve effective employment. It is the infrastructure of the labor market that ensures the fulfillment of this function, the criterion for the successful functioning of which is to achieve a balance between supply and demand, and the main task is to create a more effective interaction between supply and demand. By effective employment, we propose to understand full and rational employment.

The beginning of market reforms in the Russian economy caused the emergence of unemployment, and with it, social and socio-psychological problems. These problems are generated not only by the objective economic situation, but also by the change in the role and place of employees in the system of labor relations.

A significant part of the country's able-bodied population began their labor activity in the conditions of a planned socialist economy, full and guaranteed employment. Under these conditions, workers were not required to

efforts to find a job - this task was successfully solved by the state. It should be noted that the system of organized distribution of labor force, while limiting the free will of a person in the labor sphere, nevertheless guaranteed him a job in accordance with the profession and skill level. Under these conditions, a person did not need to defend his interests in the struggle for his own employment - to act in a competitive environment.

Changes in the economic situation, the introduction of market relations into the sphere of labor have radically changed the position of employees. Precarious employment, the diversity of its forms have become a reality. For people whose working life was spent in the absence of involuntary unemployment, this was a serious "psychological blow". Significantly increased socio-psychological maladaptation and professional disorientation. This led to an increase in a significant part of working-age citizens of neuropsychic stress, lack of demand in the labor market, which resulted in a decrease in the competitiveness of people who are objectively capable of effective work, an increase in the employment of citizens in the shadow sector of the economy, going into economic inactivity and other negative trends . The process of transferring professional experience and professional norms of labor activity from generation to generation has become more complicated.

According to VTsIOM, unemployment ranks fourth on the list of the most significant threats to Russians (36% of respondents). It is possible that against this background, the requirements for the bodies of the Federal State Social Protection Fund are increasing, in the activities of which the following are of particular importance:

• - strengthening control over the timely and full return of information by enterprises on the proposed structural changes, accompanied by the release of workers, and the need for labor;
• - expanding the information field through the use of the potential of multifunctional labor exchanges serving various professional groups, organizing job fairs (depending on market demand).

The purpose of the formation of labor relations is to ensure the rights of the employee while respecting the interests of the employer. It's not just about unemployment benefits. The state must guarantee the implementation of the constitutional right of a citizen to a free choice of work and occupation with a decent remuneration for work.

Modern labor market: problems and development trends

Fundamental changes in labor relations that occurred in a historically short period of time have led to the fact that society has largely lost the ideological tradition of a young person entering working life - the tradition of transferring the values ​​of labor from generation to generation. There is a gap between the experience and value orientations of the generation that began its working life 20-25 years ago and today's youth. The whirlpool of adults becomes ineffective, unnecessary, moreover, disorienting for her, and there is no source for the formation of another labor consciousness more suitable for market conditions.

In this regard, the traditional ways of supporting professional self-determination through the family and the immediate social environment are inadequate to the current situation.

Currently, the socio-economic development of Russia in the field of labor resources is determined by a number of trends. These include the following.

1. The sustainable development of the Russian economy leads to an increase in the demand for labor.

According to Rosstat, in recent years there has been an increase in gross domestic product, as well as an increase in investment in fixed assets. The number of people employed in the economy has increased significantly, while the total number of unemployed has decreased.

2. Trends in the demographic development of Russia.

Even optimistic scenarios for the development of the demographic situation in Russia point only to the preservation of the total population with a decrease in the working-age population. This means that if the optimistic scenario of socio-economic development is implemented, the supply of labor resources to the economy will only be satisfactory, i.e. assuming, at best, an optimal correspondence between the needs of the economy and the size of the population.

3. Increased migration pressure.

The deterioration of the demographic situation in Russia inevitably causes an increased influx of labor migrants, mainly from the CIS countries. This process is already underway. In our case, this means, first of all, increased competition for jobs between Russian citizens and labor migrants, as well as a decrease in the living standards of the indigenous population due to an increase in the number of low-paid jobs.

4. Increasing mismatch between demand and supply of labor in the labor market.

In recent years, there has been a discrepancy between the demand and supply of labor in Russia. In general, structural unemployment prevails, the supply of labor in its parameters does not correspond to the changed demand for labor, which constantly exceeds supply. And although the situation varies from region to region, in general there are structural inconsistencies of two types. Firstly, the discrepancy between the professional and qualification composition of the able-bodied population and the situation on the labor market and, secondly, a large number of vacancies with pay below the subsistence level.

As a result of the socio-economic changes that have taken place in the country over the past decades, a new situation has developed in the labor market, when most representatives of today's youth no longer consider the industry, which occupied a leading position in the era of the scientific and technological revolution, as the direction of their professional and career aspirations. Young people to a large extent come to the industry "on a residual basis", having lost in the competition for career opportunities in other, more prestigious areas for them.

D. A. Medvedev stated: “In fact, in recent years there has been no one to create and develop the technology for the production of fundamentally new equipment. These include modern machine tools, assemblies, machines and mechanisms. What is no less important, there was no one to work on them.” It was also emphasized that the most important task development of domestic industry is to increase the prestige of technical professions (from workers to engineering) and attract young people to the scientific and technical sphere of professional activity.

According to analysts, in 2016, employment in the agricultural sector, as well as the related processing industry, will increase. This will mainly occur due to the fact that the need for food import substitution will increase. In addition, a constant influx of new personnel will be required in the high-tech sector. The demand for programmers, developers, analysts, microbiologists, and chemists will continue to be high. Individual professions from the manufacturing sector will also be in demand: engineering personnel in light industry, rocket science and astronautics, as well as in the chemical industry.

Conclusion of analysts of the Russian Economic Society:

The current trends in the Russian labor market look quite natural: as the overall unemployment rate in the country decreases, competition between applicants for one vacancy increases. Experts monitoring the state of the Russian labor market predict that there will be no mass layoffs in 2016. As in last month last year, the unemployment rate will remain within 5.8 - 6%.

At present, the greatest concern can be caused by a serious differentiation of regions in terms of the level of tension in the labor market. As part of Russia, there are entities with both a significant relative surplus and a significant relative shortage of labor resources. The imbalance between supply and demand in the labor market is manifested in excessively low or too high values ​​of the tension coefficient. At the same time, extremely high values ​​of this indicator (as, for example, in the Republic of Ingushetia and the Republic of Dagestan) stimulate social tension in the regions. In turn, high social tension can also provoke political instability, as well as scare away potential investors. Therefore, it is extremely important to conduct a balanced and coordinated policy of both federal and regional authorities aimed at stimulating employment in and increasing the flexibility of the labor market as a whole.

According to the results of the survey, the number of labor force aged 15-72 years (employed + unemployed) in January 2016 in the Russian Federation is 52%.

In the labor force, 71.3 million people were classified as employed and 4.4 million as unemployed using ILO criteria (i.e. unemployed or gainfully employed, looking for work and ready to start surveyed week).

Unemployment rate (the ratio of the number of unemployed to the number of labor force) in January 2016 amounted to 5.8% (excluding the seasonal factor).

Employment rate (the ratio of the employed population to the total population of the surveyed age) in January 2016 amounted to 64.7%.

Number and composition of the labor force(not seasonally adjusted)

January 2016		January 2016
	IV quarter	on average per year
Thousand people
Labor force aged 15-72
unemployed
In percents
Participation rate in labor force(labor force to population aged 15-72)
Employment rate(employed to population aged 15-72)
Unemployment rate(unemployed to the number of labor force)

Employed population in January 2016 decreased compared to December 2015. by 960 thousand people, or by 1.3%, compared to January 2015. - by 419 thousand people, or by 0.6%. The decline in the employed population is largely due to the decline in the working-age population.

Number of unemployed in January 2016 increased compared to December 2015. by 3 thousand people, or by 0.1%, compared to January 2015. - by 261 thousand people, or by 6.2%.

The total number of unemployed, classified according to ILO criteria, was 4.4 times higher than the number of unemployed registered in public institutions employment services. At the end of January 2016 1017 thousand people were registered as unemployed in state institutions of the employment service, which is 1.6% more than in December 2015. and by 10.1% compared to January 2015.

Among the unemployed, according to the methodology of the ILO, the share of women in January 2016 amounted to 46.3%, urban residents - 65.6%, youth under 25 years old - 21.5%, persons with no work experience - 24.4%.

Unemployment of the urban and rural population is characterized by an excess of unemployment among rural residents (8.6%) compared to the unemployment rate among urban residents (5.0%). January 2016 this excess was 1.7 times.

January 2016 among the unemployed, the share of persons who left their former place of work in connection with the release or reduction in the number of employees, the liquidation of an organization or their own business, amounted to 20.5%, and in connection with the dismissal due to own will- 24.0% (in January 2015 - respectively, 20.0% and 24.3%).

Unemployment by federal districts. The lowest level of unemployment, which meets the ILO criteria, is noted in the Central Federal District, the highest - in the North Caucasus Federal District.

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Problems of formationlabor market

Introduction.………………………………………………………………….…..…...3

1. The labor market and its features ........…………………………..…5

2. Prerequisites and features of the formation of the labor market in Russia in the 90s…………………………………………...........…………….. eighteen

3. Analysis of the current state of the Russian labor market......26

4. Necessity and forms of state regulation of the labor market in Russia…………………………..………………………………..31

Conclusion………………………………………………………………………………35

List of sources and literature……………………...........………………….37

Application ………………………………………….......…………………………39

Introduction

The labor market is a system of social relations in coordinating the interests of employers and hired labor. The labor market as an economic category has long been regarded as a phenomenon inherent only in capitalist countries, and unemployment as a consequence of the prevailing relations in the labor market resulting from numerous contradictions between labor and capital. The current stage of development is associated with a new look at the labor force as one of the key resources of the economy.

In the era of a highly developed market civilization, the role of the labor market in the evolution of the economy is continuously increasing. This is due to the expansion and deepening, especially in the last two decades, of the scientific and technological revolution, the development of high technologies and the spread of computers.

In new, more efficient organizational conditions, the labor force and jobs are combined, the creative potential of workers is included in the innovation-production process, the training and retraining of personnel, the solution of problems of social protection of workers, etc.

An intensive economy, living in the mode of periodic technological and organizational renewal, is gradually turning into an economy of continuous development, which is characterized by almost constant improvement in production methods, management principles, operational characteristics of goods and forms of public service.

Relevance The formation and regulation of the labor market is one of the key and most acute problems of a market economy. The need to study the problem of the formation and functioning of the labor market in a transition economy is determined by the socio-economic content of transition processes associated with the formation of a system of developed market relations, with the commodity form of labor and the labor market. A similar problem historically arose in Russia immediately after the abolition of serfdom and developed in the process of the formation of capitalism in late XIX century. For many years, it was widely discussed by representatives of various areas of economic thought that existed at that time. A century later, it reappeared as one of the central ones. Specific conditions for its setting in present period have undergone significant changes that need to be taken into account in modern research. An analysis of the totality of specific conditions that determine the features of the formation and functioning of the labor market in a transitional economy determines the relevance of the dissertation research. For the transition economy, the experience of countries with developed market economies is very important. Taking it into account will make it possible to overcome the social upheavals inevitable for transitional economies associated with the formation of the labor market more efficiently and at lower costs.

The labor market is becoming the most important link in the national and world market civilization, it forms the labor resources of a creative type, carrying out the daily evolution of society.

Target: to consider the problems of formation of the labor market in Russia.

1. The labor market and its features

The labor market is a system of relations regarding the conditions for the sale and purchase of labor; includes relations between employers and employees and the relationship of each of them with other entities regarding the transfer of part of their own functions on the basis of voluntary alienation in their favor of part of the income received for the use of labor. The demand for labor and the supply of jobs do not coincide due to low territorial and professional mobility of labor resources, the absence of a housing market, the preservation of the propiska regime and its dependence on employment, and differences in living standards. Eremin B.A. The labor market and employment in modern Russia - M., 1998. -p.125

Labor force - 1) a term of Marxist political economy, meaning a person's ability to work, his labor opportunities. In modern economic science, a different term is more often used - "economically active, able-bodied population"; 2) the total number of persons of working age from 16 years to the accepted retirement age, employed or unemployed, excluding incapable persons. A distinction is made between the total labor force, which includes persons in military service, and civilian, minus persons in active military service.

In the labor market, a commodity that is the object of purchase and sale, the object of the transfer of ownership is labor power.

But today this product should be interpreted taking into account new data of science and practice. The hiring of labor means the transfer by the employee to the employer of his abilities to work for a certain period of time to use them in the production process while maintaining the legal freedom of the employee as an individual. The use of labor is carried out for remuneration, payment. Therefore, this transaction is nothing but the sale of labor power for the sake of acquiring the necessary goods of life. The totality of commodity-money relations, covering the supply and demand of labor, its hiring in exchange for means of subsistence, is the labor market. The labor force includes a variety of abilities for work, but not all of them are used in the labor process. It is not a potential, but a functioning labor force that is rewarded, not the entire set of abilities, but only professional abilities for work, the criterion of which can be a specific work (the work of a programmer, a turner, etc.). With such a methodological approach to this problem, only used abilities for work are subject to exchange. Such a labor market can be called a functioning labor market, or a labor market.

The labor market is a commodity-money relationship that is associated, firstly, with the demand for labor, which in turn is determined by the demand for the product of a particular product in society, secondly, with use, and thirdly, with the time of use work force. As for the concept of "labor market", it is less accurate, the labor force includes a significant proportion of persons (for example, graduates of all educational institutions of working age, etc.), providing their own labor reserve, whose ability to work can be used in the future, i.e. at the moment they are not involved in market social and labor relations.

The structure of the labor market can be disclosed in different ways, depending on the goals of the analysis. The following components can be distinguished:

1. market entities;

2. economic programs, decisions and legal norms adopted by the subjects;

3. market mechanism;

4. unemployment and social benefits associated with it;

5. market infrastructure.

The presence of such components, their interrelation is quite sufficient for the labor market to arise and begin to function in modern conditions.

The subjects of the labor market are employees (and their associations - trade unions), employers (entrepreneurs) and their unions, the state and its bodies. 11 Kotlyar A.E. Problems of formation, distribution and use of labor resources in Russia - M., 1999. -p.137

The state as a subject of market relations is represented by federal, regional authorities, sectoral authorities and local self-government. It performs the following functions:

- socio-economic, associated with ensuring full employment, primarily by stimulating the creation of jobs in all sectors of the economy;

- legislative, related to the development of basic legal norms and rules;

- regulation of the labor market by indirect methods;

- protection of the rights of all subjects of the labor market;

- multifaceted role function of the employer in state-owned enterprises.

The second component is economic programs, decisions and legal norms adopted by the subjects of the labor market. For normal functioning, legislative acts, norms, rules are needed that would regulate the relationship between market entities, clearly define their rights, create equal opportunities for the realization of the ability to work of all participants in market relations, provide for social insurance in case of job loss, etc. . Legislative norms and economic programs create the basis for a more complete and civilized action market mechanism, i.e. interactions between the demand for labor and its supply as the reaction of market entities to information about the market price of labor and competition.

Unemployment and social benefits associated with it are essential components of the modern labor market. The action of the market mechanism leads to the release of part of the workers, to the emergence of unemployment. The market infrastructure is a set of institutions to promote employment, career guidance, professional training and retraining of personnel. It is a network of foundations, employment centers (labor exchanges), centers for training and retraining of the workforce, etc. All components of the labor market together ensure a balance between the demand and supply of labor, the realization of the right of people to work and free choice of the type of activity, as well as certain social protection.

The most important component of the labor market is the mechanism of its functioning. The mechanism of the labor market is the interaction and coordination of the various interests of employers and the working capacity of the population wishing to work for hire on the basis of information received in the form of changes in the price of labor (functioning labor force). It has its own structure. It includes the following elements: labor demand, labor supply, labor price, competition.

In the labor market, demand is understood as the need for workers to produce goods and services in accordance with the demand in the economy. The labor supply is understood as employed employees, as well as that part of the able-bodied population that is willing to work and can start working on the basis of market principles, taking into account disposable income and time. When the price of labor suits both employers and sellers of labor, they say that the market has come into equilibrium, is in equilibrium. The intersection of supply and demand curves demonstrates that there is only one price at which the interests of sellers and buyers coincide - this is the equilibrium price of labor (or wages). Thus, under the influence of the mechanism of supply and demand, the labor market performs the following functions:

- connection of labor force with the means of production (capital), regulation of demand and supply of labor;

- Ensuring competition between employees for a job, and between employers - for hiring labor;

- establishment of an equilibrium price;

- promoting full cost-effective employment.

The functioning of the labor market has its own characteristics. They are associated with the nature of reproduction and the characteristics of the commodity "labor power".

I. Inseparability of the right of ownership of the goods - labor force from its owner. In the labor market, the buyer (employer) acquires only the right to use and partially dispose of the ability to work - the working layer for a certain time.

II. When buying a product "labor force" the interaction between the seller (employee) and the buyer (employer) lasts much longer than when buying, say, food products.

III. The presence of a large number of institutional structures of a special kind (an extensive system of legislation, employment services, etc.) also gives rise to the peculiarity of relations between the subjects of the labor market.

IV. Different professional and qualification levels of the workforce, variety of technologies, etc. necessitates a high individualization of transactions when purchasing the product "labor".

V. The presence of originality in the exchange of labor power in comparison with the exchange of real goods.

Two consequences follow from the fifth feature: 1) the labor market connects various markets; 2) real remuneration of labor is carried out in accordance with the final results, in accordance with the price of sold products created by this labor.

VI. For the employee, non-monetary aspects of the transaction play an important role, namely: - the content and working conditions;

- guarantees of job preservation;

- the prospect of career advancement and prospects for professional growth;

- microclimate in the team, etc.

Mobility in the labor market is the process of moving the labor force to new jobs. The transition to a new workplace may be accompanied by a change in the type of employment, territory, employer.

Territorial mobility is a change in workplace accompanied by geographical movement. Labor mobility can be the basis of migration, but the reverse situation is also possible, when migration occurs for political, social, or other reasons, and a job change is already a migration process. There are internal migration (within the country of residence) and external (associated with the crossing of interstate borders), permanent and temporary.

The migration of skilled labor simultaneously affects the labor market of unskilled labor in the host country. Since unskilled labor is complementary to skilled labor, an increase in the employment of specialists will lead to an increase in the demand for unskilled workers.

Intercompany mobility. Intercompany mobility, or turnover, of employees is associated with their layoffs, which may be voluntary or involuntary.

Layoffs are a manifestation of the employee's desire to maximize their utility, and the employer - to maximize profits. Due to the existence of imperfect information and uncertainty in the labor market, as well as the fact that the dismissal process itself requires costs on the part of both the employee and the employer, the assessment of the expediency of dismissal can be made on the basis of a comparison of benefits and costs.

Factors affecting voluntary layoffs

1. salary. Ceteris paribus, the higher the level of wages, the less likely the voluntary layoffs of workers.

2. Age. Young people tend to actively use the "trial and error" method to find and select suitable jobs.

3. Gender. Women are more prone to voluntary layoffs.

4. Education. The higher the level of education, the lower the employee's propensity for voluntary dismissal.

5. Specific human capital. If investments are made in firm-specific human capital, then this reduces the likelihood of both voluntary and involuntary layoffs, since both the employee and the firm are interested in obtaining a return on the investments made, and this is possible only in this firm.

6. Experience. The higher the length of service in the firm, the lower the employee's propensity for voluntary dismissal, ceteris paribus.

7. Firm size. The larger the size of the firm, the less the propensity of workers to voluntary layoffs.

8. Business cycle. The phases of the economic cycle have a multidirectional effect on the propensity for forced and voluntary layoffs.

9. Unionization. The negotiation process between the employer and unions tends to result in attractive working conditions and wage levels for workers, so, other things being equal, the higher the level of unionization, the less the propensity of workers to voluntary layoffs.

Firms are interested in preventing the voluntary layoffs of employees with firm-specific human capital, since the dismissal of such an employee entails a chain of costs associated with the loss of profit from a product not produced, with the costs of finding, selecting and hiring a new employee, his training and professional development. preparation. To reduce turnover, firms use such economic levers as wage regulation, including establishing a relationship between wage growth and the length of service in the firm, investing in human capital, improving the selection and hiring process of workers, taking into account factors that serve as signals about their possible greater or lesser propensity to quit.

Duality and segmentation of the labor market The theory of segmentation of the labor market is based on the existence of non-competitive groups of workers who are tied to certain jobs with limited mobility between these groups. 11 Labor market: demographic, socio-economic, psychological aspects: Sat. scientific tr. - Ulan-Ude.: VSGTU, 1996 - 148s.

The theory of the segmented labor market is related to the theory of the dual labor market, i.e. division of the labor market into two sectors: primary and secondary.

The primary sector of the labor market is characterized by high wages, permanent employment, and highly skilled workers. The secondary labor market is characterized, on the contrary, by temporary or less stable employment, jobs with low wages, and low qualifications of workers.

Mobility of workers between these sectors is difficult because the characteristics of jobs in each sector do not match those of workers in the other sector. The primary labor market is characterized by the following trends. Jobs in this sector gravitate towards internal labor markets, where pay structures are determined by in-house administrative rules and procedures. Workers tend to be unionized, and firms have some degree of monopoly power in the product market. Demand for the product is stable, firms can undertake large-scale investments.

In the secondary sector, jobs are not linked to domestic labor markets, as the work performed requires little or no general or specific training, firms face fluctuating product demand and labor-intensive technologies. Jobs in the primary and secondary sectors can exist in the same firm. The reasons for the formation and persistence of duality in the labor market are that:

- applied technologies set the division of jobs into skilled and unskilled, requiring investment in human capital;

- The need to adapt to the economic situation leads to the existence of labor contracts for various activities, temporary workers along with permanent ones;

There is discrimination and segregation in the labor market and in society for various reasons. Other explanations for the emergence of a dual labor market are related to wage efficiency theory. For a number of firms and industries, the control over the productivity of workers requires very high costs, an alternative to such control is the establishment of effective wages above the equilibrium, which leads to segmentation of the labor market.

The duality of the labor market affects the distribution of wages. If a competitive unsegmented labor market is characterized by normal distributions of wages, then a dual-bimodal distribution.

The quality of the workforce. Qualitative characteristics of the labor force, a person's ability to work, his skills, knowledge, skills can be considered as human capital. This capital is made up of the natural abilities of an individual and can be increased in the process of education, training, and the acquisition of work experience. time and Money required for education and training can be seen as an investment in human capital. Such investments will be economically viable only if they bring returns, pay off, i.e. if the education or training received will provide a high level of income.

The simple education investment decision model, or individual return on investment model, assumes that the process of education does not directly increase or decrease a person's utility, i.e. education is an investment, not a consumer good, and that the income streams associated with various conditions formations are known.

Employment is a fundamental characteristic of the labor market and an object of social policy. Employment is one of the essential characteristics of the economy, the well-being of the people. The level of employment is the most important macroeconomic indicator. But employment is not a pure economic phenomenon. It is conditioned by demographic processes and acts as a part of social policy, i.e. has a demographic and social content. As an economic category, employment is a set of relations regarding the participation of the population in labor activity, expressing the degree of its inclusion in labor, the degree of satisfaction of public needs for workers and personal needs, interests in paid jobs, and income generation.

With this knowledge, employment appears as the most important characteristic of the labor market. According to the type of activity, all employees can be divided into three large groups:

1. Employed in the economy in a paid activity;

2. Military personnel;

3. Out-of-work students. Regarding the involvement in labor activity of those employed in the economy:

1. employees;

2. employers;

3. self-employed.

In accordance with the International Classifier of Employment Status, six groups of the employed population are distinguished:

1. Employees;

2. Employers;

3. Persons working at their own expense;

4. Members of production cooperatives;

5. Helping family members;

6. Workers not classified by status.

Full and efficient employment. Achieving full and effective employment is one of the key tasks of the state's socio-economic policy, the most important problem of economic science. The concept of "full employment" does not have an unambiguous interpretation. Depending on the criterion underlying its characteristics, it is interpreted in different ways. The question arises: at what level of involvement in professional work can full employment be achieved? Apparently, if jobs meet the needs of the population. However, not every workplace can satisfy the need for it. This is evidenced by the presence of vacancies at the same time as the presence of the unemployed. Therefore, we should talk about the proposed economically viable jobs. An economically viable workplace is understood as a productive workplace that allows a person to realize his personal interest, achieve high labor productivity using the achievements of science and technology, and have a decent income that guarantees the normal reproduction of the employee and his family. Consequently, if the demand for economically viable places is met by the supply of labor force corresponding to the professional and qualification structure, then this will mean full employment. 11 Eremin B.A. The labor market and employment in modern Russia - M., 1998 - p.147

Achieving full employment cannot be achieved with the help of a single market mechanism, it is necessary to constantly regulate this process by the state and society. State regulation primarily consists in the development of fundamental science, education, healthcare, ensuring economic and national security, the functioning of the so-called natural monopolies. Full employment can also take place with some deviation of existing jobs from the status of expedient ones, if they do not correspond to the professional and qualification composition, the educational level of the workers. Then both workers and the state will bear both economic and social losses. Some workers will receive low wages that do not ensure their normal existence. The state and society will receive less resources in the budget, in social funds. Therefore, the problem of employment efficiency, or effective employment, arises.

To measure effective employment, there is a system of indicators:

1. The level of employment of the population by professional labor - can be defined as the quotient of the division of those employed in professional labor by the total population;

2. The level of employment of the able-bodied population in the public sector - is calculated similarly to the first indicator, i.e. as a percentage of the population engaged in professional labor to the total working-age population; 3. The proportions of the distribution of the labor resources of society in the areas of socially useful activities;

4. Rational structure of the distribution of employees by industry and sectors of the economy. Rational employment is the proportion of the distribution of labor potential by type of occupation, industry, sector of the economy.

5. Associated with the optimization of the professional qualification structure of employees. This indicator makes it possible to identify the correspondence of the professional and qualification structure of the working population to the structure of jobs, as well as to determine how the system of training meets the needs of the economy in them.

The effectiveness of employment can be judged by such an indicator as the unemployment rate. There is a point of view that full and effective employment is achieved in the presence of the so-called natural rate of unemployment. The natural rate of unemployment is the level that keeps real wages and prices unchanged at zero productivity growth. In practice, it is calculated by summing current (frictional) and structural unemployment. 11 Dmitriev A.G., Usmanov B.F., Sheleinov N.I. Social innovations: essence, practice of implementation. - M: 1999. -p.155

secondary employment. Among the various forms of employment, secondary employment occupies a special place. This is due both to its specificity and to the impact it has on the functioning of the labor market. Secondary employment can be defined as an additional form of using the labor force already involved in the labor activity of the employee. In the vast majority of cases, secondary employment brings additional income to the worker.

There are reasons that push citizens to look for additional work:

one). Strive to increase income. Such a desire arises among employees when the level of remuneration at the main workplace does not allow providing for his basic material and spiritual needs, but for one reason or another, the employee does not dare to quit, to look for a new job.

2). The desire to increase their own competitiveness in the external labor market. It often occurs among people covered by hidden unemployment, i.e. formally employed in the economy. There are negative consequences that secondary employment can have. A person who is forced to work at several jobs inevitably lowers the bar of his professional skills, his motivational aspects shift towards exclusively material incentives. Under these conditions, there is no room for either professional growth or the harmonious development of the individual.

2. Prerequisites and features of the formation of the RA marketfighting forces in Russia in the 90s

The Russian labor market in Russia in the 90s was in its infancy, so its model has not yet acquired clear characteristics.

Firstly, in Russia there is low mobility of the labor force in terms of its spontaneous movement, which was associated with the high monopolization of the Russian economy, strict state regulation of wages, and its weak differentiation depending on the results of work. In addition, the lack of a housing market and administrative restrictions on moving to other cities influenced.

Secondly, the low mobility of workers in the former USSR is due to the high share of services, benefits at the expense of social funds of enterprises, depending on the worker's length of service. Employees of many enterprises received housing in their team, used factory kindergartens, children's holiday camps, free or reduced-price vouchers to rest homes, dispensaries, sanatoriums, subsidized meals, etc.; The amount of pensions depended on the duration of work in one place. This tied workers to the enterprise. The presence of such benefits is currently shaping the Russian domestic labor market. 11 Vishnevskaya N. The economic cycle and the situation on the labor market // world economy and international relations.-1998.-№8-p.26-31

In the Soviet Union there was a state monopoly, one of the most important manifestations of which was the planned development of the entire economy. This meant centralized financing of the construction of new enterprises and housing throughout the country, free (for students) training of specialists and skilled workers in state educational institutions and their systematic, centralized distribution to all new buildings. And as a result, there was a mass movement of workers to new regions, to new enterprises. In this regard, mobility was high, but it was dominated by organized, planned beginnings with wage incentives and the introduction of other benefits. There was also a spontaneous movement, especially from new buildings, to old inhabited areas, when working conditions ceased to satisfy people, for example, from the Far East to the European part of the former USSR.

The reforms of the 1990s, having destroyed the systematic system of personnel movement, did not create normal conditions for the self-movement of the able-bodied population. In particular, a capacious housing market has not been created, administrative restrictions on moving have not been overcome, especially to large cities of capital significance, and there are significant delays in the payment of wages in the regions.

Today, the training of specialists and skilled workers takes place mainly in state educational institutions of all types and at public expense. The share of students in private educational institutions is still small. In its inner essence, education is a public good and the role of the state in its implementation will always be high. This creates prerequisites for the formation of a dominant external labor market. The disaggregation of enterprises and the emergence of many small firms contribute to its formation. The transfer of social facilities of enterprises to the ownership of municipal self-government bodies strengthens the Russian external labor market. But enterprises still have a solid base for training personnel, which, after overcoming the crisis, can start working in full force. This will serve as the basis for the growth of the domestic labor market, which is now being formed to a greater extent due to the activities of commercial structures.

Completion of the formation of the all-Russian labor market is held back by destabilizing factors as a result of the collapse of the USSR and the implementation of radical (shock) economic reforms.

Destabilizing factors include:

* the slow pace of overcoming the decline in production caused by the general crisis (crisis of the economic and political systems, structural deformations, rupture of economic ties, hasty large-scale denationalization and privatization);

* growth of hidden unemployment;

* spontaneous and inefficient conversion of defense industries;

* uncontrolled migration of the population and labor between the CIS countries and from the hot spots of the former Soviet Union;

* imperfection of the legislative base;

* insufficient interrelation of administrative and market methods of regulation of employment;

* lack of information about vacancies outside the place of residence;

* high fare.

Traditionally, in the rivalry of economic entities (companies, entrepreneurs) in the markets of goods, services, material and financial resources, the advantage is provided by lower costs, the optimal combination of price and quality, the ability to satisfy consumer needs in a wide range of parameters (terms, service, assortment, etc. ).

In our country, victory in the competitive struggle is often determined by non-market factors: proximity to authorities (especially regional ones), "administrative resources", interference by law enforcement agencies, etc. As a result, efficient enterprises are often subject to seizures and hostile takeovers.

There is a more general concept than competition - "contradiction of interests", and the differences between economic entities (seller - buyer, employer - employee) on one issue may be accompanied by a coincidence of positions on others.

The main subjects of competition in the labor market are employees and employers; trade unions and employers' associations often act as their representatives. As experience shows, the goals of the leaders of a trade union organization do not always coincide with the moods of the bulk of its members. The state, which can also act as an employer, plays a special role by setting the rules of the game and shaping the institutional environment in which labor market actors operate.

Employees compete with each other for jobs and positions, employers for workers, especially highly skilled and productive workers, employers and employees (trade unions) for terms of employment. The object of rivalry is sometimes access to attractive segments of the labor market, information about job vacancies, the required labor force, etc.

Competition is also possible in conditions of monopoly power of one of the parties. When a large firm hires all or most of the specialists in any profession, or when the mobility of this type of work is seriously limited (due to the impossibility of retraining, social conditions, geographical factors, etc.), monopsony arises. For some categories of workers, for example, military personnel, the state is a monopoly. Sometimes there is a monopoly of the trade union; if it coexists with the monopoly of the employer, then there is a bilateral monopoly. Note that the Russian trade unions do not have the power to the extent that would allow them to exert serious pressure on employers. The monopsonic power of employers, on the contrary, is very common, especially in settlements with city-forming enterprises.

The labor market, as you know, breaks up into separate segments, often almost unrelated. Competition is possible within each of them - among interchangeable workers of the same skill level (intra-company and inter-company) or employers offering homogeneous jobs, and between them - when sectoral and territorial barriers are overcome.

As in other markets, the labor market distinguishes between price and non-price competition. The first is directly related to the level of remuneration for work; it wins (finds a job) people with more modest claims, as well as employers who, fighting for the right workers, can increase wages by saving on other items of expenditure or higher profits than rivals. Non-price competition between employees is associated with their unequal productivity (different utility for the organization) and unequal opportunities to send the employer a "market signal" about "employment opportunities," between employers - with the heterogeneity of the jobs offered (different working conditions). 11 Ehrenberg R. Don, Smith R.S. Modern labor economics. Theory and public policy, - M.: Publishing House of Moscow State University, 1996-124p.

In the course of fair competition, the law and ethical standards are not violated. And vice versa, in case of dishonesty, employees are looking for a way to exaggerate their own merits, to belittle the labor merits of colleagues (especially when the issue of bonuses, career advancement, etc. is being decided). If applicants for a job resort to certain methods of unfair competition (for example, they present a fake diploma of higher education, forge an entry in the work book), the employer is deprived of the opportunity to identify and evaluate the best. Unfair competition is not excluded among employers: poaching the right workers, providing them with false information about working conditions, the level of injuries, the psychological climate in the team, etc.

Given that the employer and employee compete for terms of employment, it is also easy to detect a combination of fair and unfair competition in their relationship. For example, an employee's "opportunistic behavior" is possible when he maximizes his own benefit by resorting to unseemly means (weakening labor efforts, lowering the quality of the product produced, transferring valuable information to competitors, theft, etc.), as well as group opportunism of workers directed against " common enemy" - up to mutual responsibility. Sometimes the employer deliberately reduces the competitive opportunities of employees, making them less mobile, for example, pays money for their training on the condition that they work for him for a certain period.

The socio-economic consequences of competition in the labor market are controversial. Of course, this phenomenon positively changes the structure of the workforce, encouraging people to follow technological progress and market demands. Rivalry between workers stimulates their individual labor mobility, the desire to improve their qualifications, and so on. Competition between employers forces them to raise wages, offer employees a significant social package, provide opportunities for development, self-realization and career growth, improve jobs and the psychological climate in the workforce. As a result, the efficiency of resource use increases.

However, competition is destructive. Enterprises that have suffered defeat in its course cause a lot of trouble to society. Being generally useful, bankruptcies, if there are too many of them, are fraught with a slowdown in economic growth, a decrease in employment, an aggravation of social problems, and an increase in crime. The positive consequences of bankruptcy appear when inefficient firms endure it; if bankruptcies are due to the monopoly position of competitors, their proximity to power structures, ties with the criminal world, pressure on judicial authorities, the harm from this is difficult to overestimate.

It should be noted that competition in the labor market is pushing the more vulnerable groups of the population of women, older workers, the disabled, etc., to its periphery.

When evaluating the level and nature of competition in the Russian labor market, one should take into account its deep segmentation (territorial, sectoral, by the degree of formalization of labor relations, whether enterprises belong to the public or private sector, etc.) and limited opportunities for inter-segment movement of workers.

Competition between employers (it can be called competition in the job market) is weakened by the insufficient spread of competitive principles in the country's economy, the deep monopolization of a number of industries. In conditions of high unemployment (especially regional), employers do not have to puzzle over where to find the right employees. True, with the beginning of economic growth, the situation began to change gradually: employers have to make great efforts to retain highly qualified specialists.

Competition between workers, especially in labor-surplus regions, unfolds in all labor markets: domestic, sectoral, professional. In the 1990s, the economic crisis pushed workers out of the primary labor market into the secondary, where competition was more intense. In this regard, we note important feature work motivation a significant part of Russian citizens: first of all, the amount and regularity of wage payments in combination with a social package are taken into account; Quite often there is competition for jobs that provide even a small but stable income, for work in a specialty at state and financially stable private enterprises.

In the 90s, certain values ​​and professions often turned out to be unclaimed, many not only changed their occupation and field of work, but significantly lowered their social status (much fewer people managed to raise it). Workers were forced to reduce their claims about the price and non-price characteristics of jobs; at the same time, their desire to learn, improve their skills, and increase their own competitiveness increased.

With the growth of competition in the market of goods and services and the displacement of non-competitive products of domestic enterprises from it, a mass release of workers and engineering workers employed in them began. There was a surplus of labor, its supply for the first time exceeded demand. At the same time, the problem of social assistance to laid-off workers who became virtually unemployed arose. In fact, the actions of the state in the early 1990s were steps towards creating the infrastructure of the labor market, its legislative and regulatory support, and the formation of state policy in the field of the use of labor force and employment of the population. This became especially relevant because, as at first, people who found themselves in the labor market believed that they had a stable real existing social position. Unclaimed workers in the labor market, using the rights granted to them by the Law on Employment, began to apply to the created regional and city centers for labor and employment of the population in order to be registered as unemployed and receive the necessary social assistance.

The level of registered unemployment has steadily increased. As the economy continued to deteriorate, more and more businesses reduced production or shut down altogether, and periods of unemployment increased.

3. Analysis of the current state of the Russian labor market

The labor market that is emerging in Russia has a complex structure. There is a deepening of its segmentation according to a number of criteria: forms of ownership (alternative forms of employment), capital intensity and labor intensity of production (different rates of release and qualitative composition of workers), features of production technology, qualifications of employees, level of division and socialization of labor, historically established forms of organization and stimulation of labor , traditions in the motivational behavior of workers. 11 Kharlamov A. Active policy in the labor market: results and prospects//Chelovek i trud.-2006.-№1.-p.33.

An analysis of the current state of the Russian labor market and the peculiarities of its functioning are characterized by the limited operation of the law of supply and demand, the unattainability of stable full employment, and the specifics of the goods circulating on it; the derivative nature of demand for it, the dependence of supply on the demographic situation; level of wages, which should ensure the normal reproduction of the labor force.

In the Russian new economic conditions, the formation of market relations is accompanied by still existing problems

- overemployment of the population (due to inefficient use of labor potential) against the background of hidden unemployment, which, according to various estimates, reached 10-25% of employees;

- a significant number of vacancies (about 3 million) with a shortage of labor in a number of professions, determined by lack of training, lack of labor mobility necessary to adapt to changing production conditions;

- large scale of employment in unskilled labor (up to 25 million people);

- uneven distribution of labor resources across the country;

- the existence of informal forms of employment (shadow labor market);

- Preservation of the psychological attitudes of a traditional society (a sense of solidarity, mutual assistance, collectivism; modest needs and very moderate ideas about security).

The assertion of a multistructural structure in the economy, the principle of voluntary labor, the emergence of new forms of interaction between the subjects of the labor market, etc., in combination with the decline in production that continued until 1999, unfavorable shifts in the sectoral structure, a decrease in living standards, social stratification of the population, and an increase in negative demographic trends gave rise to in employment gamut new problems.

Intertwined and complementing each other, they have a significant impact on the behavior of employers and employees. An analysis of the situation on the labor market in the conditions of the current state can be traced according to the tables (Appendix 1)

At the end of 2005, according to the State Statistics Committee of the Russian Federation, the total number of unemployed in Russia increased by 0.5% compared to 2004. and amounted to 5775.2 thousand people. The unemployment rate in the country amounted to 8% of the total economically active population of the country in accordance with the ILO methodology. At the same time, the number of officially registered unemployed in 2005 increased by 3.9% compared to 2004 and amounted to 1920 thousand people. (31.4% of the total number of unemployed).

The number of economically active population in Russia at the end of 2005 was estimated by the State Statistics Committee at 73,359 thousand people, or about half of the total population of the country. About 60.8% (39.8 million people) of all employed in Russia in 2005 worked at large and medium enterprises.

According to the State Statistics Committee, the predominant part of the employed population is concentrated in large and medium-sized organizations. In 2004, they employed 39.8 million people, or 61% of the total number of employees, and in 2005, 40.7 million people, or 60% of the total number of employees, worked in large and medium-sized organizations.

Since 2004, the rate of growth in the overall unemployment rate has been almost identical to the growth in the unemployment rate in accordance with the registration of the unemployed in the public employment services.

It is also worth noting that, according to the Ministry of Economic Development of the Russian Federation, at the end of 2004 the coefficient of tension in the labor market was 1.8 job seekers per vacancy. At the end of 2005, this figure was 2.2.

Based on this, it can be seen that there has been an increase in the load of the unemployed population per 1 declared vacancy.

As for the territorial distribution of unemployment, one should pay attention to significant shifts in the distribution of regions by groups that have occurred over the year, and in a negative direction. In 2005 Compared with 2007, according to the Working Center for Economic Reforms under the Government of the Russian Federation (RCER), the number of regions with a minimum (less than 1.5%) unemployment rate has significantly (by 9 pieces) decreased (see table).

Based on the table of the distribution of regions by unemployment rate (Appendix 1), it can be seen that over the past year the group of regions with the highest unemployment rates has changed insignificantly.

The group of regions with the lowest rates, as well as those with the highest, has remained virtually unchanged over the past year.

In the Russian Federation - 77 million women, which is 53% of the population. The number of women of working age (16-54 years old) is relatively stable - 36 million people.

The main economic problems of women in the modern period:

* Discrimination based on gender in hiring and dismissal;

* the concentration of women in a small number of highly feminized professions and industries with low wages,

* insufficiently high level of qualification of unemployed women, especially in rural areas;

* the widespread use of women's labor in adverse conditions;

* Hidden wage discrimination.

Over 34 million women are currently employed in the economy, or about half of the total number of employed. Women aged 30-49 have the highest level of employment - 82.5% of the number of women of this age. The average age of employed women is 39.6 years and is one year older than men.

The overall unemployment rate for women is lower than for men. From 2004 to 2005, it decreased from 12.4% to 8.1% (among men, respectively, from 12.8% to 9.0%). The level of registered unemployment, on the contrary, increased during this period from 2.5 to 2.9% (from 1.0 to 1.3% for men).

The analysis shows that in the Russian labor market in 2004-2005. there were no significant positive changes. The overall unemployment rate remained virtually unchanged (even slightly increased). There is still a huge gap (3 times) in the overall unemployment in the country and officially registered unemployment, which indicates a weak faith of the country's citizens in the ability of public employment services to provide them with decent work and, accordingly, low incentives to register with these bodies. On this issue, we note that abroad these indicators generally differ slightly, and in some countries they are identical. 11 Kharlamov A. Active policy in the labor market: results and
perspectives//Man and labor.-2006.-№1.-p.36.

It is also impossible to positively assess the high share of the predominant part of the economically active population in large and medium-sized enterprises and the low dynamics of the decrease in this indicator, which confirms the low level of development and the role of small business in the country. Here, again, the situation is the opposite of that in many economically developed countries.

Based on the analysis, it can be seen that there is no progress in leveling the unemployment rate across the country. The high degree of differentiation of regions in terms of unemployment, which has developed since Soviet times as a result of the uneven and "focal" development of the economy, for 2004-2005. continues to increase.

4. Necessity and forms of state regulationlabor market in Russia

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