The types of remote employment (distance work and freelance) have been considered. Directions of use of modern information technologies at the organization of remote employment have been indicated and their developed characteristic has been given. The activity of freelancers has been described in detail. The mechanisms of functioning of international online labor exchanges and Russian platforms have been revealed. The results of a study on the practice of remote work in modern domestic organizations have been adduced. According to the results of the study, conclusions have been made about the areas of remote employment, its advantages and disadvantages for the organization and employees; about the software and hardware used by employers; about the problems of regulatory regulation of remote employment; about the competencies of remote workers and freelancers.
The article presents the results of studying the employment of the graduates of the first in the Russian Federation HR (human resource) management department at the State University of Management (Moscow). Questioning former students showed that the majority of respondents works in their specialty in organizations of various forms of ownership and economic domains. The positions of the graduates and the duties they perform reflect the whole range of types of the professional activity of HR specialists, ranging from the general management of personnel in specific organizations to narrow positions. Simultaneously, respondents, as professionals, indicated the "weak points" of their training at a higher educational institution, mostly related to the limited practical orientation of training, namely the formation of competencies in the use of relevant personnel management tools. The survey among the graduates also revealed the variability of the professional interests of graduates, reflecting the current HR trends. The practical focus of the study is the possibility of studying the real state of the practice of personnel management through the professional experience of the graduates; as a resource for improving the educational process of the department to achieve scientific, educational, methodological and educational purposes; for the organization of career guidance among students enrolled in the department and the formation of their professional culture; for the development of a community of educators, graduates and students of the department through the development of trusting mutually beneficial relations.
The current situation of «mass character» of higher education has led to the fact that a large number of graduates significantly exceeds market demands. And most often, the acquired competencies do not advise the requirements of the digital economy. Changes in the labor market affect education at all levels. The digitalization of all spheres of society does not bypass the education system. The requirements for skills and abilities are changing quite quickly, among which preference is given primarily to creative thinking, emotional intelligence, and programming. The emergence of new educational technologies has led to a rapid reduction in the time for mastering professional skills. Education is moving from an industrial model to a more flexible model based on building a career development trajectory. In accordance with this, the main trends in the education of the future are identified. Undoubtedly, the digitalization process determines the technologies used for learning — digital platforms, virtual reality technologies, digital organization of the educational process. Thanks to modern technologies, it has become possible for businesses to monitor the practical developments of not only students, but also schoolchildren in real time, preparing personnel for their needs. The development of individual career development trajectories requires an individual approach to the learning process based on adaptive programs, taking into account cognitive abilities, basic education and motivation. Great importance is given to the analysis of the labor market and the determination of the most demanded professions in the short term based on the use of the Gartner curve. All this requires restructuring the educational process in accordance with modern trends and possible changes in the labor market.
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The importance of the social development of personnel in innovative economy as a decisive factor in the stability of society and improving the quality of life of both workers themselves and the entire population of the country has been defined. It has been shown that social development of staff in the organization contributes to the improvement of social and labor relations through interaction of the parties of social partnership based on the principle of tripartite cooperation and “tripartism”, and also contributes to the full development of the potential of employees and their professional competences. The main directions of social development of personnel included in the social policy of the organization have been determined in the paper. As a result of the research, priority role of cash payments and guarantees in the organization’s social responsibility strategy have been identified. At the same time, the main principle in the development of policy aimed at social development of staff should be targeted consideration of the needs of employees. The principle of targeting to determine the level of staff satisfaction should be the main one for evaluating the effectiveness of work in this direction. In addition, the authors point to the need to use modeling and forecasting the prospects of social innovations in order to achieve sustainable development in the long term.
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