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vocational education

Faculty - IDO

Direction (specialty) - 080100 Economics

Department - Economics

RUSSIAN LABOR MARKET: PROBLEMS AND

DEVELOPMENT PROSPECTS

(Topic of final qualifying work)

Final qualifying work

for bachelor qualifications

Student gr.z-3B41 Bl _______________ L.A. Belova

group number) (signature) I.O. Surname

Head _______________ S. A. Dukart

_______________________ (signature) I.O. Surname

position, academic degree

Consultant:

on ____________________

Admit to protection:

Head of the Department

G.A. Barysheva

(signature)

Tomsk - 2009

Federal Agency for Education

State educational institution of higher

vocational education

"TOMSK POLYTECHNICAL UNIVERSITY"

Department of Economics

affirm

Head of the Department

G.A. Barysheva

for the performance of the final qualifying work

student Belova Lyudmila Alexandrovna

1. The topic of the final qualifying work: Russian labor market: problems and development prospects approved by the order of the rector (decree of the dean) No. from "__" ___ 20__

2. The deadline for the student's delivery of the finished work to the department

3. Initial data for work: textbooks, books, magazines, newspapers, Internet publications __________________________________________

(list of issues to be developed):

5. List of graphic material

Tables, diagrams, figures, cartographic material _________

6. Date of issue of the task for execution

final qualifying work: "___" ______ 20__

Head S.A. Dukart

The task was accepted for execution

L.A. Belova

______________ "___" ______ 20__

Final qualifying work in volume of 74 pages, 6 figures, 5 tables, 4 applications, 51 sources.

Key words: labor market, labor demand, labor supply, labor market segmentation, employed population, unemployed, measures to strengthen the labor market.

The purpose of the work is to analyze the problems of the labor market in Russia and determine the prospects for its development.

Objectives of this work: definition of the labor market; disclosure of the economic mechanism of the functioning of the labor market; definition of types of labor markets and signs of their segmentation; identification of the features of the formation of the all-Russian labor market; study of the problems of the Russian and Kuzbass labor markets; determination of the prospects for the development of the Russian and Kuzbass labor markets;

The relevance of the FQP topic is due to the fact that a flexible, efficiently functioning labor market is the most important component of an innovative economy, important for the country's competitiveness.

The WRC consists of three parts. In the first part, the theoretical provisions of the labor market are given. The second part is devoted to identifying the features of the formation of the all-Russian labor market, analyzing the problems of the labor market in the Russian Federation and, in particular, in the Kemerovo region. The third part defines measures to support the all-Russian and Kuzbass labor markets and the prospects for their development.

The final qualifying work was done in a text editor Microsoft Word 7.0 and presented on disk (in an envelope on the back cover).

Introduction

1. Essence and specifics of the labor market

1.1 Definition of the labor market

2. Russian labor market in 1999-2000s

2.3 Analysis of the labor market of the Kemerovo region

3 Measures to support the labor market and prospects for its development

3.1 Measures to support the labor market

3.2 Prospects for the development of the Russian labor market

3.3 Prospects for the development of the labor market of the Kemerovo region

Conclusion

List of used literature

Appendix A The number of employed population of the Kemerovo region by main types of activity

Appendix B The number of citizens registered with the employment service, for reasons of entering the market

Appendix B Characteristics of supply and demand in the registered labor market, at the end of the year

Appendix D Transformation of the employment structure of the Kemerovo region CD-RW disc In the envelope on the back cover

Introduction

A flexible, efficiently functioning labor market is an essential component of an innovative economy. At the same time, the modern development of the economy is impossible without productive employment, which is a derivative of an efficiently functioning flexible labor market, which makes it possible to promptly respond to economic challenges.

The labor market is the most complex element of a market economy. Here, not only the interests of the employee and the employer are intertwined when determining the price of labor and the conditions for its functioning, but also practically all socio-economic changes in society are reflected. In general terms, the labor market is understood as a system of social relations associated with the hiring and supply of labor or its purchase and sale.

Article 37 of the Constitution of the Russian Federation establishes that every citizen has the right to protection from unemployment. Article 2 of the Labor Code of the Russian Federation provides that one of the principles of legal regulation of labor relations and other relations directly related to them is recognized, inter alia, protection against unemployment and assistance in employment. The law of the Russian Federation "On Employment of the Population in the Russian Federation" is a normative act that defines the legal, economic and organizational foundations of the state policy for promoting employment, including state guarantees for the implementation of the constitutional rights of citizens of the Russian Federation to work and social protection from unemployment.

The relevance of the problem of the labor market is explained as follows. For the country's competitiveness, the underdevelopment of the labor market (the inability of the labor force to the new market conditions) is especially noticeable. The development of market relations in the labor force sector in Russia is hampered by an insufficient level of qualifications and a non-market attitude towards labor. The Russian labor force has not yet gone through a period of formation sufficient to change its quality through the “crucible” of the capitalist market. There is an imbalance between the willingness of the population to work in a market environment and its real preparedness to operate in a market economy. The labor market that meets the qualitatively new requirements of management has not yet been created in Russia. The Russian labor force is not yet a "bearer" of developed market relations. According to the Swiss Bury Institute, the level of qualifications of the workforce in Russia is about half that of the United States, Germany and Japan, and labor discipline and attitude to work are 60-65% lower than in the listed developed countries. That is why Russia is inferior to its main competitors in the world economy in terms of such an indicator as the "quality of labor force." Naturally, the existing situation on the labor market negatively affects the competitiveness of the Russian economy, undermines its basic platform, since a person or an economic entity is the leading element of productive forces, since the core of competitiveness - labor productivity and the development of new technologies - depends on it.

The Russian labor market is not balanced, and this makes it necessary to develop an appropriate employment policy, as well as strategies and tactics for the mechanism for regulating the Russian labor market.

The purpose of this final qualifying work is to analyze the problems of the labor market in Russia and determine the prospects for its development.

This goal required the solution of the following tasks:

Define the labor market;

To reveal the economic mechanism of the labor market functioning;

Determine the types of labor markets and the signs of their segmentation;

Reveal the features of the formation of the all-Russian labor market;

Study the problems of the Russian labor market;

Analyze the labor market of the Kemerovo region;

Consider government measures to support the labor market;

Determine the prospects for the development of the Russian labor market;

Determine the prospects for the labor market of the Kemerovo region.

When performing the final qualifying work, normative legal acts in the field of labor market regulation, both federal and regional, were used; statistical data; works by M.G. Belyaeva, V.S. Bulanova, T. Vladimirova, V.I. Vlasova, A.V. Kashepov, Yu. Kuzmina, I. Maslova, S. Nekrestyanova, I.P. Povarich, A. Rofe, G.E. Slezinger, Y. Shamraya, D.L. Schur and others.

1 Essence and specifics of the labor market

1.1 Definition of the labor market

For more than a century and a half, there have been discussions about what is a commodity - labor or labor, and this raises the question of how to correctly name this market in which this commodity is sold - the labor market or the labor market?

Labor itself is very diverse, which is reflected in its varieties. In the opinion of G.E. Slesinger, it is advisable to distinguish four groups of features that make it possible to distinguish different types of labor activity from each other: the nature and content of labor; subject and product of labor; means and methods of labor; working conditions.

By its nature and content, labor can be: hired and private; individual and collective; at will, necessity and compulsion; physical and mental, etc. According to the subject and product, labor is divided into: scientific, engineering, managerial and production; entrepreneurial and innovative; industrial, agricultural, transport, etc. By means and methods, labor can be: manual, mechanized and automated; low, medium and high tech; with varying degrees of human participation, etc. The conditions distinguish between: stationary and mobile work; ground and underground; light, moderate and heavy; attractive and unattractive, etc.

What kind of product is the subject of sale and purchase in the labor market? The experience of the developed countries of the West, as well as the studies of foreign and domestic scientists, convincingly prove that labor force is sold and bought as a specific commodity on the labor market, i.e. a person's ability to perform a specific job. In this regard, some scholars consider it illegal to use the concept of the labor market. So, according to E. Sarukhanov, the market is a set of economic relations that arise between the owner of the labor force (seller) and its buyer regarding a specific workplace where a product or service will be produced. Thus, we are talking about the fact that the market offers the owner of the workplace not labor itself as a commodity, but labor power, i.e. his ability to work. It is impossible to sell labor on the market, since at the time of the sale of labor power it does not yet exist. From this point of view, according to E. Sarukhanov, it is necessary to talk not about the labor market, but about the labor market.

At the same time, neither the market for the owner of labor power is able to get a certain job in which he can work, show his abilities and earn the money he needs to reproduce his labor power. For the owner of the workplace, there are economic conditions for making a profit. Consequently, economic relations of employment arise between the seller of labor and the owner of the workplace and the means of production. Therefore, these relations determine the true content of the labor market as an employment market.

It should be noted that the question of a product that is sold in the labor market remains controversial. Thus, in contrast to E. Sarukhanov, A. Rofe is trying to prove that it is not labor power that is sold on the market, but labor. In his opinion, the employee and the buyer in the market agree on the forthcoming work, on its payment and other conditions. It is unlikely that the employer can only be interested in the ability to work without its realization. He is interested in labor only as one of the factors of production. Therefore, he buys and pays for the upcoming work of the employee. Ultimately, the employer becomes the owner of the results of labor, and the employee receives appropriate remuneration for his work. According to A. Rofe, when a pile is sold in a competitive market, an equivalent exchange takes place, since wages are wages for the use of labor, that is, for labor.

In our opinion, the above position of E. Sarukhanov is quite reasonable and fair. The concepts of "labor market" or "employment market" more accurately, in comparison with the concept of "labor market", characterize the relations that arise between the owners of the workplace and the labor force in the process of bidding for the employment of a particular person. However, given the widespread use of the concept of "labor market" in foreign and domestic literature, all these concepts can be used as synonyms. At the same time, we emphasize once again that in the market and in this case it is not a specific person, not his labor, but his labor force that appears as a commodity, i.e. the ability to perform a specific job.

V.S. Bulanov understands by labor the purposeful activity of a person, by labor power - the ability to work, which is used for the production of material and spiritual benefits. “Labor resources include that part of the country's population that has the physical and spiritual abilities necessary for work. They directly include a part of the working-age population, from which non-working preferential (men under 60, women under 55) pensioners and invalids of I and II groups are excluded, and actually working pensioners and adolescents (under 16) are added. "

Labor resources are the economic form of a personal factor of production that precedes its transformation into labor. In quantitative terms, they include the entire able-bodied population, regardless of age, in various spheres of the public economy, cooperative and self-employment, as well as persons of working age, potentially capable of participating in social work, but employed for various reasons at home. and personal subsidiary plots, on-the-job studies, in the country's armed forces, etc. They also include people of working age who are currently not working for some reason. Consequently, in the structure of labor resources, from the point of view of participation in social production, two components can be distinguished: active, i.e. functioning in the production process, and passive, i.e. not taking, for some reason, participation in the production process in these specific socio-economic conditions. The relationship between these two parts of the labor force is formed under the influence of a combination of numerous factors that characterize the development of both production forces and production relations, and has a pronounced territorial specificity. With its help, it is possible to assess the degree of employment of the able-bodied population in social production at this stage of its development in relation to various regional formations (city, district, region, republic, etc.).

Thus, in the quantitative aspect, the labor market can and should be considered as a part, a constituent element of labor resources. In quantitative terms, this is practically the entire passive part of the labor force, i.e. one who, for some reason, is not engaged in social activities.

By the definition of P.E. Schlender, the labor market as an integral part of the market economy is “a system of social relations with the agreed interests of employers and hired labor ... it is, firstly, the totality of economic relations between the demand and supply of labor; secondly, the place of intersection of various economic and social interests and functions; thirdly, from the point of view of enterprises, the field of relationships between an individual enterprise and its employees, potential or actual employees, but thinking about moving to a new place of work within the firm. "

The economic dictionary provides the following definition of the labor market: “The labor market is the sphere of the formation of demand and supply for labor. It presupposes a person's ownership of his labor force, which becomes a commodity on the market, and then is realized in labor activity. "

The above definitions of the labor market show that the concepts under consideration are not identical, but they have one common property. All of them are forms of manifestation of the ability to work. Only labor is a functioning ability, or purposeful activity. Labor power is the potential ability to work. Labor resources include both the functioning ability to work (employed) and the potential labor force (the nearest and more or less distant reserve). The common basis brings the concepts under consideration closer together, creates the appearance of their identity.

The term "labor market" most accurately, most adequately reflects the essence of the complex of relations regarding the conditions of employment and use of labor. This complex includes relations about the supply and demand of labor, labor prices, monthly wages, working hours, duration and amount of paid leave, overtime pay, unemployment insurance, temporary disability insurance, etc. Therefore, it is more correct to call this complex of relations the labor market, and not the labor market or the labor market.

At the same time, when analyzing the market aspects of social and labor relations separately in the sphere of employment, in the sphere of unemployment or in the sphere of formation of the labor reserve, the concepts of the labor market in the narrow sense (the sphere of employment), the labor market in the narrow sense (the sphere of unemployment) can also be used. , the labor market in the narrow sense (the sphere of the formation of the labor reserve).

What is the essence of the labor market? The labor market is a complex of social and labor relations regarding the conditions of recruitment and use of labor. The main, the most significant of them is the attitude towards the exchange of a functioning labor force for means of subsistence, for real wages (i.e., for means of subsistence, taking into account their prices). The means of subsistence in this case means food, clothing, footwear, housing, medicine, transportation costs, etc. They do not include luxury goods.

The labor market is not only a complex of social and labor relations, not only an economic category, but also a historically formed specific mechanism of self-regulation. It implements a certain range of social and labor relations based on information received in the form of the price of labor, and contributes to the establishment and maintenance of a balance of interests between workers, entrepreneurs and the state.

The specifics of the labor market is largely determined by the characteristics of the product that is presented on it. So what is being bought and sold in this market? The answer seems to be obvious - of course, work. But labor is a function of the worker himself, the expenditure of his physical and mental energy in the process of producing goods. Labor is inseparable from a person as such, it is a form of life of an individual, and insofar as it cannot be an object of sale and purchase in a politically and economically free society. But economic, and, consequently, political freedom is the most important condition for a market economy. A free person cannot be sold (as, for example, it was during slavery), and insofar as functions inseparable from him, including labor, cannot serve as an object of sale and purchase. Therefore, in the labor market, it is not labor itself that is sold and bought, but labor services, the quantity and quality of which depend on many factors - the level of professional training of the employee, his qualifications, experience, conscientiousness and others. The sale and purchase of labor services is in the form of hiring a free worker on certain conditions concerning the length of the working day, the size of wages, job responsibilities and some others. For the period of employment, the employer - business or the state - buys the right to use the services of the seller's labor, and not to the labor itself, the owner of which continues to be the employee. Therefore, in the generally accepted expression "labor market" we should see the category "labor services market". By making this reservation, we relieve ourselves of the need to specify every time that it is labor services that are being bought or sold, and not labor. Further, we will use the generally accepted terms "labor market", "demand for labor", "supply of labor", etc.

The demand in the labor market, as in any other market for resources, or factors of production, is derivative and depends on the demand for the products that will be manufactured using this resource. Thus, an increase in the need for good roads will cause an increase in demand for road workers' services, and a fall in demand for cars will lead to a decrease in demand for the services of car manufacturers.

The above-described specificity of the product itself and the form of its sale and purchase in the labor market predetermine the following features of this market:

First, the long duration of the relationship between the seller and the buyer. If on the market of most consumer goods (with the exception of expensive products sold on credit and goods with warranty service) the contact between the seller and the buyer is fleeting and ends with the transfer of ownership of the object of trade, then in the labor market the relationship between the seller and the buyer lasts for such an amount of time. on which the employee employment contract is concluded. The duration of contacts between the seller and the buyer is a prerequisite for the constant resumption of transactions for the sale and purchase of labor services; - secondly, the large role that non-monetary factors play in the labor market - the complexity and prestige of work, working conditions, its safety for health, job security and professional growth, the moral climate in the team, etc.; - thirdly, the significant impact that various institutional structures have on the labor market - trade unions, labor legislation, state employment and vocational training policy, business unions and others. This is primarily due to the fact that sellers of labor services - hired workers - constitute the overwhelming majority of the population, and wage employment is the source of their well-being, a certain level of which is a condition of social peace in society. The labor markets that have developed in different countries have some common elements, or components, as well as specific features. They characterize the structure of a given market. Depending on the objectives of the analysis, structuring can be carried out according to different criteria. First of all, one should consider the structure from the perspective of the labor market as such, the labor market in general. In this case, one can proceed from their criterion of the smallest, but necessary for the functioning of the modern civilized labor market, set of components. According to this criterion, the following components can be distinguished: 1) market entities (employers, employees, the state); 2) economic programs and decisions, legal norms, tripartite agreements and collective agreements; 3) the market mechanism in the narrow sense of the word (demand and supply of labor, the price of labor, competition); 4) unemployment and social benefits associated with it (unemployment benefits, compensation upon dismissal from work, etc.); 5) labor market infrastructure - a network of foundations, employment centers (labor exchanges), training and retraining centers, etc. (picture 1).

Figure 1 - Elements of the labor market

The combination of these components is quite sufficient for the formation of the labor market in modern conditions. The most important element among them is the market mechanism as a self-regulation mechanism.

1.2 Mechanism of the labor market functioning

To understand how the labor market works, one should study the supply and demand in the given market. R.J. Ehrenberger and R.S. Smith write that the study of the labor market begins and ends with the analysis of supply and demand, and any result of the functioning of the labor market always depends to one degree or another on these components and their interaction.

Prices for productive services, i.e. services of labor, capital, etc., are determined on the basis of supply and demand.

The subjects of demand in the labor market are business and the state, and the subjects of supply are households.

In the market of perfect competition, the number of employees hired by entrepreneurs is determined by two indicators - the size of wages and the value (in monetary terms) of the marginal product of labor. With an increase in the number of hired workers, there is a decrease in the value of the marginal product (recall the law of diminishing returns). The attraction of an additional unit of labor will stop when the marginal product of labor in monetary terms (MRP L) equals the value of wages.

The volume of demand for labor is inversely related to the value of wages. With an increase in the wage rate, all other things being equal, the entrepreneur, in order to maintain equilibrium, must accordingly reduce the use of labor, and when it decreases, the value of the demand for labor increases. The functional relationship between the value of wages and the volume of labor demand is expressed in the labor demand curve (Figure 2).

Figure 2 - Labor demand curve

The abscissa is the amount of labor required (L), and the ordinate is the wage rate (w).

Each point on the curve D L shows what will be the amount of demand for labor at a certain level of wages. The configuration of the curve and its negative slope show that lower wages correspond to a higher demand for labor, and vice versa.

The situation is different with the function of the supply of labor. The volume of labor supply also depends on the amount of wages received for productive services. As a rule (and there are exceptions, as we will see later), sellers in the labor market in conditions of perfect competition tend to increase supply in conditions of rising wages. Therefore, the labor supply curve has a positive slope (Figure 3).

The labor supply curve (S L) shows that with an increase in wages, the amount of labor supply increases, and with a decrease, the volume of labor supply decreases. The total supply of labor in society depends on many factors that determine the quantity and quality of labor services offered, among which the most important are the total population of the country and the share of the economically active population in it, the average working day, the professional qualifications of workers, etc.

Figure 3 - Labor supply curve

Before combining both graphs - labor supply and demand - let us dwell on one more important and interesting economic phenomenon that characterizes the labor supply. Rather, on two phenomena called the substitution effect and the income effect. They also work in the labor market. These effects appear when we wish to find out how an increase in wage rates will affect the supply of labor of an individual. At first glance, the labor supply should rise. But let's not jump to conclusions - the substitution effect and the income effect come into play.

Figure 4 - Individual labor supply curve

Figure 4 shows a curve showing the total amount of working time that a particular employee agrees to work at a given wage. This curve differs from the usual labor supply curve, which illustrates the situation in the national or sectoral labor markets, in its configuration.

Up to point I, the curve of interest to us shows an increase in the supply of labor with an increase in wages - it moves away from the ordinate axis. However, after passing point I, the curve S L changes direction. It bends and, assuming a negative slope, again approaches the y-axis, showing, at first glance, a paradoxical situation - a decrease in the supply of labor with a further increase in wages. Thus, an increase in wages to a certain size leads to an increase in the supply of labor, which, after reaching the maximum level (L,), begins to decline due to a further increase in wages. One and the same reason - an increase in wages leads to both an increase and a decrease in the supply of labor. Why is this happening?

Since with an increase in wages, each hour of the worked time is better paid, each hour of free time is perceived by the employee as an increased loss, more precisely, a lost profit. This benefit could be realized by converting free time into work time - hence the desire to replace free time with additional work. Accordingly, leisure is replaced by the set of goods and services that an employee can purchase with an increased wage. The above process is called the labor market substitution effect. In the graph shown in Figure 3, the substitution effect manifests itself up to point I, that is, before the beginning of the movement of the labor supply curve to the left, towards the ordinate.

The income effect opposes the substitution effect and becomes noticeable when the employee reaches a certain, sufficiently high level of material well-being. When the problems with daily bread are resolved, our attitude towards free time also changes. It ceases to seem like a deduction from wages, but appears as a field for pleasure and joy, especially since high wages can enrich and diversify leisure. Therefore, it is logical that there is a desire to buy not only more goods, but also to have more free time. And this can be done only by reducing the supply of labor, buying free time not for cash, but for the money that could be received if the leisure was abandoned in favor of additional work. After passing the SL curve of point I, the income effect becomes predominant, which is expressed in a decrease in the supply of labor with an increase in wages, and practically in the desire for the employee to switch to a shorter working day or week, to receive additional days off and holidays (including check").

The question of which effect (substitution or income) is stronger at a given wage level does not have an exact answer, since it is determined by the different reactions of individuals and groups of people to wage growth. For one person, $ 3,000 a month is the limit after which he will not work overtime, even if they were paid at higher rates. For others, even $ 10,000 a month is not enough to prefer leisure to additional work. “You can't earn all the money,” says a Russian proverb, but the amount of “all money” for each person is a purely individual concept.

But, we emphasize, the section with a negative slope of the supply curve is characteristic only for the individual supply of labor. At the sectoral level, the labor supply curve will have a positive slope along its entire length. In other words, the sectoral supply is characterized by a predominance of the substitution effect. Even if for some entities higher wage rates can serve as an incentive to reduce the supply of their labor services and increase their leisure time, for others, a high wage rate will serve as a signal to increase the supply of labor. Moreover, high wage rates can attract workers from other industries.

The modern labor market is experiencing a tangible government impact. The legislative activity of the state covers the entire gamut of labor relations. It not only makes demand for labor services in the public sector of the economy, but also regulates it in the private sector, determining the main parameters of hiring on the scale of the national economy.

1.3 Types of labor markets and their segmentation

Segmentation is used to study the structure and capacity of the labor market and its contingent. Segmentation of the labor market is its division into stable closed segments (groups) that limit the movement of workers by their borders. Usually, the division of sellers and buyers into segments occurs according to the characteristics that unite them, for example, by geographic location, socio-demographic characteristics (gender, age), education level, qualifications, work experience, etc.

In any market, there are sellers and buyers, and in this respect the labor market is no exception, i.e. it consists of all those who sell and buy labor. If buyers and sellers are looking for each other throughout the country, then this market is called the national labor market. If sellers and buyers are looking for each other only in a certain territory, then such a market is called local.

The labor market can be considered broadly - it is the aggregate market, covering the entire aggregate supply (all economically active population) and aggregate demand (the overall need of the economy for labor). In a narrow sense, the labor market is the current market, which is part of the aggregate; market and determined by the number of vacancies and people looking for work.

In modern conditions, the current labor market in Russia is a very complex structure formed by two interconnected areas that carry different functional loads, differ from each other in the ways and forms of accumulating labor reserves, its organization and regulation, as well as the nature of the impact on production efficiency. Based on the aforementioned features, the labor market in Russia can be subdivided into open and hidden.

The open labor market is all the able-bodied population, who are actually looking for work and in need of vocational guidance, training and retraining. The hidden labor market is workers who retain the status of employed, but for whom the likelihood of losing their jobs is very high, some researchers call this phenomenon a "potential" labor market or "potential" unemployment. We are talking about those workers who do not work full working week or a working day, are sent by enterprises on forced long-term (often unpaid) vacations, etc. Measuring the size of the hidden labor market is difficult. Its value depends on many factors, among which the sectoral and regional specifics of the functioning of industrial complexes are of great importance. However, regardless of this specificity, hidden unemployment, according to a number of researchers, exceeds open unemployment by 4-5 times.

In turn, it is advisable to subdivide the open labor market into the official (or organized) and unofficial (spontaneous) parts. The official part of the open market consists of unemployed persons who seek work for themselves through official centers and employment services. The unofficial part of the open market is represented by unemployed people who are looking for work on their own, bypassing the official state institutions dealing with the employment of the unemployed. At present, the second part (unofficial) of the open labor market is 3-4 times higher than the first, which indirectly indicates an insufficiently high degree of efficiency of the functioning of the currently operating employment services.

In connection with segmentation, the theory of the duality of the labor market arose, in which it is proposed to divide it into primary and secondary markets. At the same time, different economists interpret these concepts differently. Some believe that the primary market contains stable, well-paid jobs, jobs with opportunities for career development, jobs related to highly skilled labor, etc. On the other hand, the secondary market contains low-paid and unstable jobs, low wages, and no opportunity for career advancement. etc.

Segmentation of the labor market also provides for its division into domestic and foreign markets. The internal labor market is a system of social and labor relations, limited by the framework of one enterprise, within which labor prices are set and the location of the latter is determined by administrative rules and procedures.

This market is characterized by the presence and composition of workers at the enterprise, their movement within it, the reasons for movement, the level of employment, the degree of use of equipment, the presence of vacant, newly created and liquidated jobs.

The internal labor market provides workers already employed in production a certain degree of protection from direct competition in the external labor market. However, the internal labor market manifests its inherent competition in job promotion, getting more profitable jobs, and filling vacant vacancies.

The external labor market is a system of social and labor relations between employers and employees across the country, region, and industry. It assumes the primary distribution of workers by areas of employment and their movement between enterprises. The external labor market is largely realized through staff turnover.

The mechanism of interaction between the elements of the internal and external labor markets is shown in Figure 5.

Figure 5 - The mechanism of interaction of elements of the internal and external labor markets

In addition to segmentation, an important characteristic of the labor market is its flexibility, which, on the contrary, increases mobility in it. Flexibility can be of different types:

1) quantitative, expressed in the change in the number of employees, the level of wages in response to changes in individual factors. This kind of flexibility is always inherent in the labor market;

2) functional, involving flexible modes of work and employment, changes in the systems of remuneration.

Knowledge of the specified characteristics of the labor market allows you to analyze its study in all its diversity and, on this basis, to pursue a targeted employment policy.

2 Russian labor market in the 1990-2000s

2.1 Features of the formation of the all-Russian labor market

The process of formation of the labor market in the aggregate of all its constituent elements and relations, as a rule, is not carried out simultaneously and at different rates, depending on the historical conditions of the development of any country, including Russia. Of great importance is not only the manifestation of the general laws of the formation of the labor market, but also the specifics of the creation of a market environment. Despite certain positive results in the field of labor market regulation in recent years (the adoption of a number of laws, the organization of an end-to-end management structure, the conduct of population surveys), the Russian labor market has not yet developed into a single whole, market regulators and driving forces are weak in it. it remains unbalanced in terms of basic parameters.

The main reason is the preservation of those factors that determined the system of labor resources use inherited from the recent past, characterized by an overestimated (in comparison with the real or potentially expedient needs of the economy) demand for labor, low requirements for its quality, numerous obstacles to the redistribution of workers, significant shares in the economy of the defense complex with its inherent lack of limiting influence of economic efficiency criteria, as well as the presence of many city-forming enterprises (more than 400) related to the defense complex.

Another aspect of the imbalance in the labor market is the overestimated demand of the population for jobs due to low incomes and lack of cash savings, as well as the increased inflow of retirement age persons, women with children, into the labor market, which worsens the composition of the employed, and generates a mismatch in professional qualifications. characteristics of the economically active population, the structure of jobs and trends in its change.

At the same time, the factors and specific features of the formation of the all-Russian labor market affect the current trends and conditions of employment of the population, which are manifested as follows:

The formation of the labor market in the context of a systemic crisis that covered all aspects of social life and manifested itself, first of all, in a decline in production, in the absence of investments, massive non-payments and an increase in the gap in the level of income of the population, led to a decrease in employment and the emergence of such a category of persons who are not employed activities like the unemployed. The number of people employed in the economy decreased from 71.2 million people in 1992 to 69.1 million people in 2006, or from 94.8 to 93.8% of the economically active population. And the share of the unemployed according to the ILO methodology during this period, respectively, increased from 3.9 million people to 5.3 million people, or from 5.2 to 6.3% of the economically active population.

The lack of control over the income generation system as a consequence of the socio-economic crisis led to a reorientation of labor motivation towards low-skilled labor, which allows, with low professional training, to extract significant income. According to VTsIOM data for the 1990s. the share of employees with a high level of motivation, which is characteristic mainly of highly qualified specialists, has decreased; the share of employees who consider labor only as a source of livelihood has increased significantly (about 60%).

Reduced investment in the renewal of fixed assets, reduced control over labor safety, as well as the lack of requirements to improve production efficiency lead to a deterioration in working conditions, the accumulation of surplus labor in production with the underutilization of existing production capacity. For the period from 1990 to 2005. the level of industrial accidents with fatal outcomes per 1000 workers decreased slightly from 0.129 to 0.124, or by 5.3%. At the same time, surplus labor was accumulated, taking the form of hidden unemployment.

Various socio-economic, climatic, and demographic conditions in the regions of Russia have led to differentiation in terms of indicators characterizing the state of the labor market. For example, the employment rate of the population fluctuated in 2006 in individual regions in the range from 16.8% (Republic of Ingushetia) to 69.9% (in St. Petersburg), and, accordingly, the unemployment rate ranged from 1.6% ( in Moscow) to 58.5% (in the Republic of Ingushetia). At the same time, in this Republic, the highest unemployment rate was noted among women, which was more than 1.4 times higher than among men.

The spatial discrepancy between the richest land and other natural resources has a significant impact on the possibilities for the development of these territories. For example, the regions of the Far North and equivalent areas occupy 64% of the territory of the Russian Federation, which account for the lion's share of oil, gas, gold, diamonds and only 6.6% of the country's population.

The growth and state of unemployment in the Russian economy currently does not correspond to the existing theory and practice of transition to the market, when this is usually associated with demonopolization, the development of competition and an increase in production efficiency. Here, these processes are caused by completely different reasons: a structurally regressive decline in production in conditions of destruction of previous economic ties and mechanisms of functioning of the economy with the slow formation of new markets and new (market) mechanisms of regulation and self-regulation of the economy. The trend towards the formation of unemployment is consolidated in the future by the investment crisis and may intensify if the policy of mass bankruptcies continues.

The undervaluation of labor, which existed earlier and intensified during the period of market transformations, is currently manifested in unjustified intersectoral and interprofessional disparities in the level of wages, which in general negatively affects the level and quality of life of the population in Russia. The average monthly nominal wage of workers employed in industry in 2005 was 2.6 times higher than the level of wages of workers in the agricultural sector, and the wages of workers employed in the extraction of fuel and energy minerals were 5.4 times higher than wages light industry workers.

Migration processes have a significant impact on the correspondence between demand and supply of labor from the point of view of the professional and qualification structure, which determine the inflow of low-skilled people into Russia and the outflow from it in the form of a “brain drain” of highly skilled labor.

2.2 Problems of the Russian labor market

At the present stage of economic development, real preconditions have emerged for the implementation of the strategic goals of the country's development: increasing the well-being of the population and reducing poverty based on the development of effective employment, ensuring dynamic and sustainable economic growth. However, the situation on the all-Russian labor market is still characterized by the presence of a number of problems that need to be addressed, which include:

The low economic efficiency of employment in Russia, manifested in the lagging behind developed countries in labor productivity, the presence of significant amounts of excess workers in enterprises (especially auxiliary and administrative divisions), forced underemployment, hidden unemployment and the shadow labor market, the production of an uncompetitive product that is not finds sales in the market;

The main trends in demand on the all-Russian labor market in 2000-2008. are: growing demand for engineering and technical workers with higher education and highly skilled workers; growing demand for seasonal, temporary workers; decrease in demand for labor from unprofitable industries and regions;

The main supply trends in the labor market are: a temporary increase in the number of labor resources, an increase in actual unemployment; expansion of shadow forms of labor supply; an oversupply of economists, lawyers, teachers; lag of the educational services market from the demands of the economy; an increase in the supply of labor in the form of part-time jobs, for the purpose of part-time work;

An excess of labor supply over demand, since the restructuring processes of reforming the Russian economy, the modernization of unprofitable industries and unprofitable industries, participation in the processes of globalization of the world economy and Russia's accession to the WTO activate the release of workers, which at this stage is not fully compensated by an increase in demand for labor;

The growing discrepancy between the structure of labor demand and the structure of its supply: the professional level of many workers does not meet the new requirements, and the education system does not fully take into account the demands of the labor market;

The growing regionalization of labor markets, the emergence of persistently critical and tense labor markets, the situation in which is much worse than the national average: in most cases, such labor markets include either predominantly agricultural labor markets or single-industry towns (settlements in which employment is tied to one or two large city-forming enterprises). If these enterprises are in an unstable financial and economic situation, then the labor market of a single-industry town becomes tense;

Illegal labor migration;

Low competitiveness of the labor force in the world labor market, which complicates external labor migration.

At present, the situation on the all-Russian labor market is as follows. As of December 26, 2008, 186 organizations have already announced the transfer of part of their employees to part-time work, the provision of forced leaves, as well as idle time. At the same time, the total number of employees who were idle due to the fault of employers and who worked part-time, as well as employees who were granted leave on the initiative of employers, amounted to 81,195 people.

According to the monitoring data at the end of November 2008, the number of unemployed citizens registered with the employment service amounted to 1 million 293 thousand people.

In January, this figure exceeded 1.5 million. At the same time, the most significant layoffs due to the liquidation of organizations or a reduction in the number or staff of employees occurred in the Perm Territory, Sverdlovsk, Chelyabinsk, Belgorod, Vladimir, Voronezh, Nizhny Novgorod, Saratov, Kurgan, Novosibirsk regions, Altai and Trans-Baikal regions.

As of January 13, 2009, 876 enterprises reported workers who were idle due to the fault of the administration, who worked part-time, as well as workers who were granted leave at the initiative of the administration, the total number of whom was 342,308. Including:

The number of employees who were idle due to the fault of the administration amounted to 154,274; the number of part-time workers - 236 416 people;

The number of employees who were granted leave on the initiative of the administration - 58 809 people.

Of course, this information is based only on officially reported cases - in accordance with paragraph 2 of Art. 25 of the Law of the Russian Federation "On Employment of the Population in the Russian Federation" when making a decision to liquidate an organization, reduce the number or staff of an organization's employees and the possible termination of employment contracts with employees, the employer must notify the employment service in writing no later than 2 months in advance. before the start of the relevant events and indicate the position, profession, specialty and qualification requirements for them, the conditions of remuneration for each specific employee, and if the decision to reduce the number or staff of the organization's employees may lead to mass dismissal of employees, no later than 3 months before the start of the relevant events.

The stability of the socio-economic development of the state is determined by the size and quality of the population, its labor potential, the degree of balance between the professional and qualification structure of personnel and labor requirements, and the level of its competitiveness in the labor market. A decline in population inevitably entails a reduction in labor resources, i.e. labor supply in the labor market.

5.1. Problems of the modern Russian labor market

A feature of the Russian labor market is that a significant part of employers and self-employed, as well as a considerable part of hired workers, are acting

are in the mode shadow economic activity... The main reason is you-

low costs, including those associated with the costs of opening a legal business (registration fees, corruption payments), for its conduct (collection of information, conclusion and execution of contracts, court costs, etc.), for the protection of property rights in an ineffective state and for the payment of taxes (including UST). The informal economy employs over 25 million people, i.e. more than 30% of the economically active population of the country.

Main problems that prevent the Russian labor market from developing and being more efficient are: low labor costs, huge income inequality, poverty, unemployment, deep structural and interregional imbalances, underdeveloped infrastructure, weak trade unions, low labor mobility of workers and their vulnerability (including discrimination), mistrust of the state, social pessimism, depopulation, “brain drain”, shortcomings of the institutional environment.

Most of the problems of the Russian labor market to one degree or another are associated with the specifics of its institutional environment. Until now, there are no "rules of the game" that can streamline the interaction between market agents. Unwritten rules and verbal agreements turn out to be stronger than formal obligations enshrined in laws and contracts.

In the 90s, the use of non-traditional, flexible forms of employment and working hours increased, especially with regard to temporary workers; In spite of legislative restrictions, fixed-term labor agreements became widespread, and secondary employment has allowed many workers to increase their incomes, independently determining the amount of time devoted to work. At the same time, the flexibility of the Russian labor market is ensured, in contrast to Western countries, not by the flexibility of labor legislation and sound law enforcement practice, but by the general disregard for laws.

Tough legislation is combined with extremely low efficiency of the enforcement mechanism. The state does not cope with the function of the guarantor of the observance of laws and regulations. Often, even leading Russian companies act on the brink, and sometimes even beyond the laws, violate articles of the Labor Code, etc. In many private enterprises, workers have virtually no rights. It is also more profitable to violate laws and regulations because the costs associated with compliance with labor laws and existing contracts are higher than the costs associated with their violation.

The institutional environment of the Russian labor market contributes to massive abuses by employers, whose real power over workers is manifested not only in lower wages, but also in the preservation of poor working conditions; in the implementation of moral, psychological persecution

repaired, etc. Existing traditions and mores (informal institutions) initially presuppose a high degree of personal dependence of the employee and the admissibility of subjectivity and arbitrariness on the part of the employer. The role of the state and trade unions as possible defenders of the interests of employees is extremely small.

5.2. Main trends and problems of wages in Russia

In Russia in the 90s, the state of wages was influenced by the crisis processes in the economy, the reduction in production, high inflation, and the ill-conceivedness of many government decisions. At the beginning of the XXI century, in conditions of economic growth, a number of problems (for example, massive non-payment of wages or wages paid by the company's products) lost their relevance, while others, on the contrary, only worsened. At present, the following problems and trends in the development of wages in Russia can be distinguished:

1. Low level of average wages in the country's economy.In terms of wages, Russia occupies one of the last places among the mentally developed countries, even lagging behind many developing countries. Low wages in Russia can only partly be explained by low labor productivity. According to academician D.S. Lvov, for one dollar of wages, our average worker produces in 2,5-3 times more GDP than the United States.

The underestimated level of wages also has positive aspects: it lowers costs, increases opportunities for investment (internal and external), and allows maintaining a relatively low level of unemployment. Many countries (for example, China) have been able to successfully take advantage of the competitive advantages associated with low wages in the national economy. Among the negative consequences of low wages, one should note a sharp reduction in the effective demand of the population (it slows down the process of expansion of domestic markets); inhibition of efficiency growth; decrease in labor motivation; deterioration of the staff. Apparently, strategically, negative consequences predominate.

2. The extremely low level of wages in the public sector of the economy

miki. In 2004, the average salary of workers in the non-productive sphere (health care, education and culture) was 3-4 thousand rubles, taking into account their overtime work.

3. Weakening of the reproductive function of wages.Low wages, especially in the public sector, cannot fully fulfill their reproductive function. It is not surprising that in 2003 60% of the Russian population spent more than 50% of their monetary income on food. The level of the minimum wage is still low.

4. Weakening of the stimulating function of wages. Motivational

The potential of real wages is weakened by its low level, due to which the prestige and attractiveness of labor is reduced, as well as by the fact that the structure of wages is imbalanced: the above-tariff part in many enterprises is several times higher than the base, tariff.

5. Irregularity and delays in salary payments... The standard of living of the population is largely characterized not only by the amount of income, but also by the regularity of their receipt. In Russia 90s years, delays in payment of wages were massive and ranged from several months to a year or more. In recent years, the problem has diminished.

6. Unreasonable growth of wage differentiation... This difference

the reign has reached a scale that cannot be explained by objective reasons - the peculiarities of the regions, the importance of industries, the characteristics of work and their effectiveness, etc. The formation of wages is influenced primarily by the industry affiliation of the enterprise. Interregional wage differentiation is very high. The “gap” in wages for managers of enterprises and ordinary workers has become a serious problem.

7. Massive tendency of employers to understate the legal, officially registered part of wages.According to the Goskomstat, the “hidden” part of wages accounts for 25% of all funds allocated for wages.

8. Weak development of the mechanism of labor agreements.The current system

ma regulation of labor relations on the basis of bilateral and tripartite agreements is ineffective. The government does not comply with labor agreements, the local administration does not comply with sectoral agreements, and collective agreements at enterprises are either not concluded or drawn up in the interests of the administration

and moreover, they are often not performed.

5.3. Features of Russian unemployment and government measures to reduce it

One of the features of Russian unemployment is the gap between the level of registered and “ILO” unemployment. Table 2.7 shows that the number of unemployed in Russia from 1992 to 2005. varied significantly depending on how it was determined.

Table 2.7

The number of unemployed in Russia (million people)


The number of unemployed by methodology

Unemployed registered in the
ghanah public employment service

This gap is due to various reasons:

– the reluctance of some of the unemployed to apply to the employment services, since they do not have sufficient information about suitable vacancies;

– the low level of unemployment benefits and the delay in their payment;

– the opportunity to find work in the informal sector of the economy, the income from which can significantly exceed the unemployment benefit;

– the presence of hidden unemployed, who have not received their wages for months and who continue to be formally employed.

V As a result, most unemployed people believe that the benefits of formal registration do not pay off the costs associated with it, and search for work on their own.

Traditional forms of unemployment have their own characteristics in Russia. Frictional unemployment typical for fairly competitive and mobile workers who have little or no time to find a new job. These are, as a rule, men and young people. But part of the turnover of labor is associated with the movement of workers from one job to another with the same characteristics, and not with the creation of new jobs, and even more so with their progress. Thus, the high mobility of many workers is

conducted by the low intensity of the movement of jobs.

Structural unemployment also has its own characteristics. If in advanced economies it arises as a result of job cuts in some industries and creation in others in the course of technological progress and production modernization, then in Russia vacant jobs often require workers with lower qualifications than they possess.

In the 90s, amid a deep economic recession, the share of cyclical unemployment the overall unemployment rate was significant. This is evidenced by the high value tension coefficient on the Russian labor market, defined as the ratio of unemployed registered with employment services to the demand for workers declared by enterprises. This ratio increased from 0.6 in 1991 to 10.7 in 1997 and declined to 2.1 in 2002.

Continues to play a large role hidden unemployment (underemployment

or excess employment). It represents part-time work on the initiative of the administration, being on administrative leave, or a low level of workload and its use outside the specialty for low pay. Latent unemployment is especially high in science and science-intensive industries (in civil aviation, machine-tool building, power engineering, in the nuclear and chemical industries, electrical engineering, etc.). The general level of "under-employment" in the 90s reached 5-9%. The main factors hindering the dismissal of “superfluous” workers were the managers' expectations that, in the context of future production growth, there would be problems with qualified personnel, high costs accompanying the “dumping” of surplus labor, and paternalistic attitudes of Russian management.

V the current economic situation objectively contributes to the preservation of hidden unemployment. Reforms are not being implemented quickly enough. The surplus labor force so far compensates for the lack of fixed assets (the substitution effect), but with the arrival of investments in production, this should stop. The new private sector is underdeveloped and is increasingly crowding out unnecessary labor. The fate of a huge number of ineffective Russian enterprises - bankruptcy or change of ownership; but the new owners need to be able to free themselves from unnecessary personnel.

The total amount of unemployment is affected by its duration... Economic growth will reduce short-term unemployment rather than long-term unemployment.

The average duration of a job search in Russia in the 90s grew steadily, and only since 1999 this trend began to recede into the past. It is known that the longer a person is unemployed, the more difficult it is for him to find a job.

There are deep structural imbalances between labor supply and demand, especially in the territorial context. Territorial imbalances intensified by the low level of labor mobility of the population in conditions of low incomes, high transport tariffs and housing prices. As a result, unemployment is localized in certain territories, the inhabitants of which are trapped in poverty and unemployment. Unemployment is especially high in the republics of the North Caucasus.

Reducing the unemployment rate is one of the most important directions of the state's economic policy. The measures it takes in this regard are varied, they can be aimed not only directly at combating unemployment, but also include a set of actions to improve the economic situation in the country, form a normal institutional environment, strengthen competitive principles, overcome monopoly, create a favorable investment climate, etc. Special attention of the state

must give action microeconomic and institutional nature,

especially those that affect the work directly on the labor market. State actions in relation to the unemployed and those who left the composition

labor force is usually divided into passive and active. Passive measures, such as unemployment benefits, help people who are out of work to adapt to the current situation, maintain a certain level of consumption, and sometimes just survive. But these benefits reduce the desire to work.

The most effective are active measures aimed at encouraging economic opportunities and activity of the people themselves, strengthening their competitiveness in the labor market; they help people get back into the ranks of the employed. State assistance in job placement is especially necessary for social groups that are not competitive enough on the labor market: people with disabilities, people released from prison, representatives of dying professions, young and old.

Of great importance in reducing unemployment belongs labor market infrastructure: organizations intended for a more efficient work of the labor market, reducing transaction costs of all its participants - both employers seeking to fill vacancies and people looking for work. Such organizations include various types of employment and employment services, labor exchanges, private personnel and recruiting agencies, etc.

An integral part of a market economy is a modern labor market and unemployment. In the current conditions of the formation of the market, it is necessary to create effective mechanisms for the use of labor resources in order to move to a new level, reducing the growth of unemployment and social insecurity of the population.

The labor market in modern economic conditions functions according to the same rules as the market for goods and services. Only the law of supply and demand forms the price of a special commodity - labor. The object of the labor market is. Such a ratio is obvious:

If the number of proposals on the labor market is greater than the demand for them, a surplus of labor is formed and unemployment arises.
When the number of offers is less than the employers need, there will be a shortage of workers, as a result of which the economy will also suffer.

If the state does not fully use the available labor resources, then the economic system does not work to its full extent. With more jobs, more social product is produced and people's material needs are better met.

The ideal market model would be a situation where the number of job seekers offering their services is equal to the number of required vacancies. Unemployment in this case will be zero. This cannot be the case in the real economy, but the lower the real unemployment rate, the better for the country's economy.

Today's labor market is a system of various mechanisms, legislative norms, public and state institutions, thanks to which the consumption and reproduction of labor force occurs. It harmonizes the interests of employers and employees regarding wages and labor conditions.

The modern labor market and its requirements for a professional on the part of employers are clearly formulated: not only is a person a good specialist, he must be mobile and versatile.

Government regulation

The main role in creating positive trends in the modern labor market should be with the state, since it can directly regulate employment throughout the country by such measures:

support for small and medium-sized businesses;
organization of retraining programs;
creating conditions for resettlement in regions with a shortage of specialists;
granting benefits to certain categories of employees;
creation of additional jobs.

In 2012, the Government of the Russian Federation approved an implementation plan for the program to promote employment of the population for the next three years. It includes various activities that should help speed up the solution to the labor market problem.

Unemployment and the labor market: Video

Features of the Russian labor market

To understand what the modern labor market in Russia is, you need to familiarize yourself with what individualizes it:

High rates of hidden unemployment. This destabilizes social relations and worsens the economic situation.
The private sector is a fairly large consumer of labor.
A large number of idle enterprises, and, as a result, underemployment.
Differentiation by regions within the country is very high in terms of the number of employees and the most demanded industries.
The level of unemployment benefits is insufficient.
The boundaries between official and shadow employment are rather arbitrary.
A widespread employment model is when the labor force is not used and is not released to other industries.
Monopolies are characteristic of certain segments of the labor market.

Unemployment in the RF

The characteristic of the labor market at the present stage is the normal level of unemployment (as of August, Rosstat announced the level of 4.8%). From 4 to 6% is an adequate rate of unemployment, if it is higher, then we can talk about stagnation in the economy. This level is explained by the fact that only those who applied to the state employment service are counted as unemployed. While many do not have the ability or desire to register because of the extremely low amount of benefits.

According to official statistics, frictional unemployment is the most widespread in Russia, followed by structural, but mostly as a regional problem. The number of unemployed, therefore, can be reduced by a competent reallocation of the labor force.

Regional unemployment is an acute problem in modern Russia, since it not only worsens economic indicators, but leads to social tension and the emergence of tendencies for the isolation of certain regions, the development of crime and regional conflicts. On a territorial basis, this is, first of all, the North Caucasus. In addition, the regions are experiencing a crisis, where industries that are now irrelevant are developed.

Latent, or latent unemployment, which is a problem of the current state of the labor market in Russia, on the one hand, is a normal stage of the transition from a planned to a market economy, on the other hand, in our country this period has been excessively prolonged. This contributes to the habituation of workers to work with changed working conditions, and is an obstacle to the development of massive, officially registered unemployment.

Latent unemployment:

complicates the formation of effective employment;
hinders the mobility of labor resources by industry;
low wages lowers the standard of living of the general population and intensifies the tendencies for its stratification.

Causes of unemployment in Russia

To a large extent, the modern labor market and unemployment are influenced by socio-economic reasons. The unemployment rate is often used as an indicator of economic development.

For our country, the following main reasons for the lack of jobs can be identified:

Structural changes in the economy, the essence of which is that the development of new technologies and techniques requires the reduction of excess labor.
The cyclical nature of the economy as a whole, when employers are simply forced to reduce their needs, including labor resources.
Seasonal changes.
Labor policy of the government.

A simultaneous increase in the economic efficiency of production and the pursuit of full employment would be utopian. After all, the main factor in the growth of the economy and production - scientific and technological progress - is at the same time one of the main factors in the emergence of unemployment.

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Formation problemslabor market

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

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

2. Preconditions 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

Appendix ………………………………………… ....... ……………………… 39

Introduction

The labor market is a system of social relations in the coordination of the interests of employers and hired labor. The labor market as an economic category has long been considered as a phenomenon inherent only in capitalist countries, and unemployment - as a consequence of the dominant relations in the labor market, arising as a result of 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 highly developed market civilization, the role of the labor market in the evolution of the economy is constantly 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 effective organizational conditions, the workforce and workplaces are combined, the creative potential of workers is included in the innovation and production process, the training and retraining of personnel, the solution of the problems of social protection of workers, etc.

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

Relevance The formation and regulation of the labor market is one of the key and most pressing problems of the market economy. The need to study the problem of the formation and functioning of the labor market in a transitional 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 the labor force and the labor market. A similar problem historically arose in Russia immediately after the abolition of serfdom and developed during the formation of capitalism at the end of the 19th century. Over the years, it was widely discussed by representatives of various branches of economic thought that existed at that time. A century later, it again emerged as one of the central ones. The specific conditions for its setting in the present period have undergone significant changes, which must be taken into account in modern research. An analysis of the set of specific conditions that determine the features of the formation and functioning of the labor market in a transitional economy and determines the relevance of the dissertation research. The experience of countries with developed market economies is very important for a transitional economy. Taking it into account will allow more efficiently and at lower costs to overcome the social shocks inevitable for transition economies associated with the formation of the labor market.

The labor market is becoming the most important link in the national and world market civilization; it forms creative labor resources that carry out the daily evolution of society.

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

1. Labor market and its features

Labor market - a system of relations regarding the terms of sale and purchase of labor; includes the relationship 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 from the use of labor. The demand for labor and the supply of jobs do not coincide due to the low territorial and professional mobility of labor resources, the absence of a housing market, the preservation of the registration regime and its dependence on employment, and differences in the standard of living. Eremin B.A. Labor market and employment in modern Russia -M., 1998. -p.125

Labor force - 1) the term of Marxist political economy, meaning a person's ability to work, his labor opportunities. In modern economic science, a different term is often used - "economically active, able-bodied population"; 2) the total number of persons of working age from 16 to the accepted age of retirement, employed or unemployed, excluding the incapacitated. Distinguish between general labor force, including 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 transfer of ownership is labor.

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

The labor market is commodity-money relations, which are associated, firstly, with the demand for labor, determined in turn by the demand for a product of a particular product in society, and secondly, with the 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.) who provide their labor reserve, the ability to work which may 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 objectives 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 interconnection are quite sufficient for the emergence and functioning of the labor market in modern conditions.

Subjects of the labor market - employees (and their associations - trade unions), employers (entrepreneurs) and their unions, the state and its bodies. 11 Kotlyar A.E. Problems of the 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 job creation 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;

- the 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 the normal functioning, legislative acts, norms, rules are necessary that would regulate the relationship between market participants, clearly define their rights, create equal opportunities for the realization of the abilities to work of all participants in market relations, would provide for social insurance in case of job loss, etc. ... Legislative norms and economic programs create the basis for a more complete and civilized operation of the market mechanism, i.e. the interaction of demand for labor and its supply as a reaction of market actors to information about the market price of labor and competition.

Unemployment and the social benefits associated with it are essential components of the modern labor market. The action of the market mechanism leads to the release of some workers, to the emergence of unemployment. The market infrastructure is a set of institutions for promoting employment, career guidance, vocational training and retraining of personnel. It is a network of foundations, employment centers (labor exchanges), training and retraining centers for the labor force, 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 a certain social protection.

The most important component of the labor market is the mechanism of its functioning. The labor market mechanism is the interaction and reconciliation of the various interests of employers and the working capacity of the population wishing to work for hire on the basis of information obtained 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. Labor supply is understood as employed employees, as well as that part of the working-age population that wants 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 to equilibrium, is in equilibrium. The intersection of supply and demand curves demonstrates that there is only one price at which the interests of buyers and sellers coincide, and that is the equilibrium price of labor (or wages). Thus, under the influence of the supply and demand mechanism, the labor market performs the following functions:

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

- ensuring competition between workers for a job, and between employers for hiring labor;

- establishment of an equilibrium price;

- promoting full economically efficient employment.

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

I. Inseparability of the ownership of goods - labor 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, the "labor force" 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 level of the workforce, variety of technologies, etc. causes the need for high individualization of transactions in the purchase of goods "labor".

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

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

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

- guarantees of preservation of the workplace;

- career advancement and professional growth prospects;

- microclimate in the team, etc.

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

Territorial mobility is a change in the workplace accompanied by geographic displacement. Labor mobility can serve as the basis for migration, but the opposite situation is also possible, when migration occurs for political, social, or other reasons, and the change of job is already a migration process. Migration is distinguished as internal (within the country of residence) and external (associated with the crossing of interstate borders), permanent and temporary.

Skilled labor migration also affects the host country's unskilled labor market. Since unskilled labor is additional 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 workers is associated with their layoffs, which can be voluntary or forced.

Layoffs are a manifestation of the employee's desire to maximize his 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 both on the part of the employee and on the part of the employer, an assessment of the feasibility of dismissal can be made based on a comparison of benefits and costs.

Factors affecting voluntary dismissals

1. wages. All other things being equal, the higher the level of wages, the less the likelihood of voluntary layoffs of workers.

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

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

4. Education. The higher the level of education, the lower the propensity of the employee to voluntary dismissal.

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

6. Work experience. The higher the length of service at the firm, the lower, other things being equal, the lower the propensity of the employee to voluntary dismissal.

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

8. The economic cycle. The phases of the business cycle have a multidirectional impact on the propensity for involuntary and voluntary redundancies.

9. Trade union coverage. Bargaining between employers and trade unions tends to lead to attractive working conditions and wage levels for workers, so, other things being equal, the higher the unionization rate, the less likely workers are to voluntarily fire.

Firms are interested in preventing 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 an unproduced product, with the costs of finding, selecting and hiring a new employee, his training and professional preparation. To reduce turnover, firms use economic levers such as wage regulation, including establishing a relationship between wage growth and the length of work at the firm, investing in human capital, improving the selection and hiring process, taking into account factors that serve as signals of their possible more or less propensity to quit.

Duality and segmentation of the labor market The theory of labor market segmentation 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.: VSSTU, 1996 - 148p.

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 qualified workers. On the other hand, the secondary labor market is characterized by temporary or less stable employment, jobs with low wages, and low qualifications of workers.

The 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 following trends are characteristic of the primary labor market. Jobs in this sector tend to gravitate towards domestic labor markets, where the pay structure is determined by in-house administrative rules and procedures. Workers tend to be organized into trade unions, and firms have some degree of monopoly power in the market for a product. The demand for the product is stable, and firms can make large-scale investments.

In the secondary sector, jobs are not associated with domestic labor markets, since the work performed requires almost no general or specific vocational training, firms face unstable product demand and use labor-intensive technologies. Jobs in the primary and secondary sectors may exist in the same firm. The reasons for the formation and persistence of duality in the labor market are that:

- the applied technologies define 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 the theory of wage efficiency. For a number of firms and industries, control over the productivity of workers requires very high costs; an alternative to such control is the establishment of effective wages above equilibrium, which leads to the segmentation of the labor market.

The duality of the labor market influences the distribution of wages. If a competitive non-segmented 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, vocational training, and the acquisition of work experience. The investment of time and money required for education and training can be viewed 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 model for making decisions about investment in education, or the model of individual return on investment, 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 different educational conditions 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 and the well-being of the people. The employment rate is the most important macroeconomic indicator. But employment is not a pure economic phenomenon. It is conditioned by demographic processes and is part of social policy, i.e. has demographic and social content. As an economic category, employment is a set of relations regarding the participation of the population in labor activity, which expresses the degree of its inclusion in labor, the degree of satisfaction of social needs for workers and personal needs, interests in paid jobs, in obtaining income.

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. Students on the job. Concerning 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, there are six groups of the employed population:

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 social and economic policy of the state, the most important problem of economic science. Full employment is ambiguous. Depending on the criterion underlying its characteristics, it is interpreted differently. The question arises: at what level of involvement in professional work can full employment be achieved? Apparently, when jobs match the needs of the population. However, not every workplace can satisfy the need for it. This is evidenced by the presence of vacant jobs simultaneously with the presence of unemployed. Therefore, it should be about the proposed economically viable jobs. Economically expedient is understood as a productive workplace that allows a person to realize his personal interest, to achieve high labor productivity using the achievements of science and technology, and to have a decent wage that guarantees the normal reproduction of the worker and his family. Consequently, if the demand for economically viable jobs 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. Labor market and employment in modern Russia -M., 1998 -p.147

Achieving full employment cannot be ensured 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, health care, 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 suffer both economic and social losses. Some of the workers will receive low wages that will not ensure their normal existence. The state and society will receive less resources from the budget and 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 in professional labor - can be defined as a quotient from 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 economy is calculated similarly to the first indicator, i.e. as a percentage of the population employed 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 activity;

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

5. It is associated with the optimization of the professional and qualification structure of workers. This indicator makes it possible to identify the correspondence of the professional and qualification structure of the working population to the structure of working places, as well as to determine how the system of personnel training corresponds to the needs of the economy in them.

The efficiency of employment can be judged by such an indicator as the rate of unemployment. 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 of unemployment that keeps the levels of real wages and prices unchanged with zero growth in labor productivity. In practice, it is calculated by summing the current (frictional) and structural unemployment. 11 Dmitriev A.G., Usmanov B.F., Sheleinov N.I. Social innovation: essence, practice of implementation. - M: 1999.-p. 155

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

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

one). Striving to increase the level of income. Such a desire arises among workers 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 dismiss, to search for a new job.

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

2. Prerequisites and features of the formation of the ra marketbarrel power 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.

First, in Russia there is low labor mobility 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 labor. In addition, the lack of a housing market, administrative restrictions on moving to other cities influenced the situation.

Secondly, the low mobility of workers in the former USSR is due to the high share of services, benefits from the social funds of enterprises, depending on the length of service of the employee. Employees of many enterprises received housing in their collectives, used factory kindergartens, children's recreation camps, free or preferential vouchers to rest homes, dispensaries, sanatoriums, preferential meals, etc .; the amount of pensions depended on the duration of work in one place. This tied workers to the enterprise. The availability 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 a systematic, centralized distribution of them to all new buildings. And as a result, there was a massive movement of workers to new regions, to new enterprises. In this regard, mobility was high, but it was dominated by organized, systematic principles with incentives for wages and the provision 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 90s, having destroyed the planned 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, especially to large cities of the capital significance, have not been overcome, and there are significant delays in the payment of wages in the regions.

Today, 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. By its inner essence, education is a public good and the role of the state in its implementation will always be high. This creates the preconditions for the formation of a dominant external labor market. The downsizing of enterprises and the emergence of many small firms contribute to its formation. Transfer of social facilities of enterprises to the ownership of municipal self-government bodies strengthens the Russian external labor market. But enterprises also maintain a solid base for personnel training, which, after overcoming the crisis, can start working in full force. This will serve as the basis for the growth of the internal labor market, which is now being formed largely through the activities of commercial structures.

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

Destabilizing factors include:

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

* growth of hidden unemployment;

* spontaneous and ineffective 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 legal framework;

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

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

* high cost of travel.

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, an 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 conditioned by non-market factors: proximity to power (especially regional), "administrative resource", intervention of law enforcement agencies, etc. As a result, effective enterprises are often subjected to seizures, hostile takeovers.

There is more general than competition, the concept - "conflict of interests", and the discrepancies between economic actors (seller - buyer, employer - employee) on some issues may be accompanied by a coincidence of positions on others.

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

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

Competition is also possible under the 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, geographic factors, etc.), monopsony arises. For some categories of workers, for example, the military, the state is the monopoly. At times there is a monopoly of the 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 monopsony power of employers, on the other hand, is very common, especially in settlements with city-forming enterprises.

The labor market, as you know, splits into separate segments, often almost unrelated to each other. Competition is possible within each of them - among interchangeable workers of the same skill level (intrafirm and interfirm) 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; people with more modest aspirations win (find work) in it, as well as employers who, fighting for the right workers, can increase wages by saving on other items of expenditure or by higher profits than competitors. Non-price competition between workers is associated with their unequal productivity (different usefulness to the organization) and unequal opportunities to send the employer a "market signal" about "job opportunities," between employers - with the heterogeneity of the offered jobs (different working conditions). 11 Ehrenberg R.Don, Smith R.S. Modern labor economics. Theory and state policy, -M.: Publishing house of Moscow State University, 1996-124s.

In the course of fair competition, the law and ethical standards are not violated. And vice versa, in the case of unfair, employees are looking for a way to exaggerate their own merits, to belittle the labor merits of their colleagues (especially when the issue of bonuses, career advancement, etc.) is being decided. If applicants for a job resort to one or another method of unfair competition (for example, presenting a fake higher education diploma, falsifying an entry in a work book), the employer is deprived of the opportunity to identify and deserve the best. Unfair competition is not excluded among employers as well: luring away 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 are competing for the terms of employment, it is also easy to find a combination of fair and unfair competition in their relationship. For example, it is possible for an employee to behave “opportunistically” 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 employees directed against ” a common enemy "- up to mutual responsibility. Sometimes the employer deliberately reduces the competitive capabilities of workers, making them less mobile, for example, contributing 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 contradictory. Of course, this phenomenon is positively changing the structure of the workforce, encouraging people to follow technological progress and market demands. Rivalry between employees stimulates their individual labor mobility, the desire to improve their qualifications, etc. Competition between employers forces them to raise wages, offer employees a significant social package, provide opportunities for development, self-fulfillment and career growth, improve jobs and the psychological climate in the work collective. As a result, the efficiency of resource use is increased.

At the same time, competition is destructive. Enterprises that have suffered defeat in its course cause a lot of trouble for society. While useful in general, bankruptcies, if there are too many of them, are fraught with a slowdown in economic growth, a decrease in employment, exacerbation of social problems, and an increase in crime. The positive consequences of bankruptcy are manifested when ineffective 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 the judiciary, the harm from this can hardly be overestimated.

Note that competition in the labor market drives out more vulnerable groups of the population of women, middle-aged workers, disabled people, etc. to its periphery.

When assessing the level and nature of competition in the Russian labor market, one should take into account its deep segmentation (territorial, sectoral, according to the degree of formalization of labor relations, affiliation of enterprises to the public or private sector, etc.) and the limited possibilities of intersegment 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, by 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 gradually change: employers have to make great efforts to retain highly qualified specialists.

Competition between workers, especially in regions with a surplus of labor, unfolds in all labor markets: domestic, industry, professional. In the 90s, the economic crisis pushed workers out of the primary labor market into the secondary labor market, where competition was more intense. In this regard, we note an important feature of the labor motivation of a significant part of Russian citizens: first of all, we take into account the size and regularity of salary payments in combination with a social package; often competition is for jobs that provide, albeit small, but stable earnings, for work in the specialty in public 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 sphere of work, but significantly lowered their social status (a much smaller number of 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, to improve their qualifications, and to increase their own competitiveness, intensified.

As the competition in the market for goods and services grew and the uncompetitive products of domestic enterprises were squeezed out of it, a massive release of workers and engineering and technical workers began. There was a surplus of labor, its supply exceeded demand for the first time. 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 90s were steps to create the infrastructure of the labor market, its legislative and regulatory support, the formation of state policy in the field of labor force use and employment of the population. This became especially relevant because, at first, people who found themselves in the labor market believed that they had a stable real existing social situation. Employees unclaimed in the labor market, using the rights granted to them by the Employment Law, began to apply to the created regional and city centers for labor and employment of the population in order to register as unemployed and receive the necessary social assistance.

The registered unemployment rate has steadily increased. As the economic situation continued to deteriorate, more and more enterprises reduced their production or stopped altogether, and the length of periods of unemployment increased.

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

The emerging labor market 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), peculiarities of production technology, qualifications of employees, the 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 // Man and labor.-2006.-№1.-p. 33.

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, the specifics of the goods circulating on it; the derivative nature of demand for it, the dependence of supply on the demographic situation; the level of wages, which should ensure the normal reproduction of the labor force.

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

- over-employment of the population (due to ineffective use of labor potential) against the background of hidden unemployment, which, according to various estimates, reached 10-25% of the employed;

- a significant number of vacancies (about 3 million) with a labor shortage 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 traditional society (a sense of solidarity, mutual assistance, collectivism; modest needs and very moderate ideas about security).

The assertion of diversity in the economy, the principle of voluntariness of labor, the emergence of new forms of interaction between subjects of the labor market, etc., combined with a decline in production that continued until 1999, unfavorable shifts in the sectoral structure, a decline in living standards, social stratification of the population, and an increase in negative demographic trends have generated in the field of employment new problems.

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

At the end of 2005, according to the estimates of 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. According to the ILO methodology, the unemployment rate in the country amounted to 8% of the total economically active population of the country. At the same time, the number of officially registered unemployed in 2005 increased by 3.9% in comparison with 2004 and amounted to 1920 thousand people. (31.4% of the total number of unemployed).

The number of economically active population in Russia as of the end of 2005 was estimated by the State Statistics Committee at 73359 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-sized enterprises.

According to the State Statistics Committee, the overwhelming majority 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, large and medium-sized organizations employed 40.7 million people, or 60% of the total number of employees.

Since 2004, the rate of growth in the level of general unemployment is almost identical to the growth in the level of unemployment in accordance with the registration of unemployed persons with state employment services.

It is also worth noting that the coefficient of tension in the labor market was, according to the Ministry of Economic Development of the Russian Federation, at the end of 2004, 1.8 job seekers per 1 vacancy. At the end of 2005, this indicator 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 the negative direction. In 2005. Compared to 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) decreased (see table).

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

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

There are 77 million women in the Russian Federation, or 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 on the basis of sex in employment and dismissal;

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

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

* widespread use of women's labor in unfavorable conditions;

* hidden discrimination in wages.

Currently, the economy employs over 34 million women, or about half of the total employed. The highest employment rate is for women aged 30 - 49 years - 82.5% of the number of women of this age. The average age of working women is 39.6 years and exceeds the age of men by one year.

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, from 12.8 to 9.0%, respectively). The level of registered unemployment, on the contrary, increased over this period from 2.5 to 2.9% (for men, from 1.0 to 1.3%).

The analysis shows that in the Russian labor market in 2004-2005. there have been no significant positive changes. The overall unemployment rate remained practically unchanged (even slightly increased). There is still a huge gap (3 times) in the indicators of total 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 labor market policy: 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 is clear 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 uneven and "focal" development of the economy, in 2004-2005. continues to increase.

Labor market in Russia: problems, development trends in modern conditions. Start in science

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5.1. Problems of the modern Russian labor market

5.2. Main trends and problems of wages in Russia

5.3. Features of Russian unemployment and government measures to reduce it

Government regulation

Unemployment and the labor market: Video

Features of the Russian labor market

Unemployment in the RF

Causes of unemployment in Russia

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Formation problemslabor market

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

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

2. Preconditions 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

Appendix ………………………………………… ....... ……………………… 39

Introduction

In new, more effective organizational conditions, the workforce and workplaces are combined, the creative potential of workers is included in the innovation and production process, the training and retraining of personnel, the solution of the problems of social protection of workers, etc.

The labor market is becoming the most important link in the national and world market civilization; it forms creative labor resources that carry out the daily evolution of society.

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

1. Labor market and its features

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

The structure of the labor market can be disclosed in different ways, depending on the objectives 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 interconnection are quite sufficient for the emergence and functioning of the labor market in modern conditions.

Subjects of the labor market - employees (and their associations - trade unions), employers (entrepreneurs) and their unions, the state and its bodies. 11 Kotlyar A.E. Problems of the 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 job creation 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;

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

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

- ensuring competition between workers for a job, and between employers for hiring labor;

- establishment of an equilibrium price;

- promoting full economically efficient employment.

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

I. Inseparability of the ownership of goods - labor 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, the "labor force" 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 level of the workforce, variety of technologies, etc. causes the need for high individualization of transactions in the purchase of goods "labor".

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

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

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

- guarantees of preservation of the workplace;

- career advancement and professional growth prospects;

- microclimate in the team, etc.

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

Skilled labor migration also affects the host country's unskilled labor market. Since unskilled labor is additional 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 workers is associated with their layoffs, which can be voluntary or forced.

Factors affecting voluntary dismissals

1. wages. All other things being equal, the higher the level of wages, the less the likelihood of voluntary layoffs of workers.

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

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

4. Education. The higher the level of education, the lower the propensity of the employee to voluntary dismissal.

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

6. Work experience. The higher the length of service at the firm, the lower, other things being equal, the lower the propensity of the employee to voluntary dismissal.

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

8. The economic cycle. The phases of the business cycle have a multidirectional impact on the propensity for involuntary and voluntary redundancies.

9. Trade union coverage. Bargaining between employers and trade unions tends to lead to attractive working conditions and wage levels for workers, so, other things being equal, the higher the unionization rate, the less likely workers are to voluntarily fire.

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 qualified workers. On the other hand, the secondary labor market is characterized by temporary or less stable employment, jobs with low wages, and low qualifications of workers.

- the applied technologies define 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;

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

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. Students on the job. Concerning the involvement in labor activity of those employed in the economy:

1. employees;