Human resource potential. Human potential of the organization Resource use and human development

Definition and content of basic concepts

This paragraph presents the basic concepts used in the theory of human development.

Human potential (HR)an individual, social group or society (carriers of emergency situations) – a set of qualities, including the abilities that ensure their life.

Under certain conditions, in the presence of the needs of its carriers and the necessary resources, the state of emergency manifests itself as a labor potential and is realized in labor.

GDP (gross domestic product) - the total value of added value produced by all resident enterprises on the scale of the country's economy, plus all types of taxes (minus subsidies) that are not included in the cost of production. It is calculated excluding depreciation of fixed assets and depletion of natural resources. Value added is the net output of an industry that has increased in value by the value of output, less intermediate costs.

Human Development Index (HDI) [ Human development index (HDI)]. An integral index that determines the level of average achievements in three main areas of human development - health and longevity, knowledge and a decent standard of living.

Life expectancy index [Life expectancy index]. One of the three indices underlying the Human Development Index.

Education Index [Education index]. One of the three indices used to construct the Human Development Index. Based on the adult literacy rate and the overall student population in primary, secondary and tertiary education.

GDP index [GDP index]. One of three indices used to form the Human Development Index. The basis for the calculation is GDP per capita (PPP US $).

PPP (purchasing power parity) [PPP(purchasing power parity)]. An exchange rate that reflects price differences across countries and allows international comparisons of real production and incomes. At US $ PPP, US $ 1 at PPP has the same purchasing power in the domestic economy as US $ 1 in the United States of America.

Life expectancy at birth [Life expectancy at birth]. The number of years that a newborn can live if the mortality rates existing at the time of his birth remain unchanged throughout his life.

Adult literacy rate [Literacy rate, adult]. The proportion of literate adults aged 15 and over, expressed as a percentage, respectively, of the total population or by gender, in a given country, region, geographic area, at a certain point in time, usually in the middle of the year. In a statistical sense, a literate person is someone who can meaningfully read and write a short summary of his / her daily life.

Human development is a topic whose content and scope go beyond purely economic change and research, not limited to the ups and downs of national income and the profitability of firms. We are talking about the creation and reproduction of a complex of conditions in which an individual and all social groups could maximize their potential and lead an active, creative, creative life that meets their needs and requirements. As the 2001 Human Development Report notes, “The real wealth of a nation is its people, and therefore development must empower them so that they can choose the best way of life for themselves. Thus, development is not at all about economic growth, which is just a means - albeit very important - of empowering people. ”

Human capacity building is fundamental to expanding such opportunities, i.e. the reproduction of normal states not burdened with painful limitations and a balanced expansion of the range of possible actions of individual individuals, social groups and society as a whole throughout their life. The elementary components of human development potential are longevity and health, education and high professional qualifications, awareness, access to the resources necessary to maintain a decent standard of living, the ability to be socially active and participate in society. Without these factors and conditions, many choices are absent, and a number of opportunities in life remain inaccessible and, therefore, unrealized.

Such an approach to development is often ousted from the consciousness of pragmatically oriented individuals and theories by momentary mercantile impulses, priorities for the accumulation of things and money. However, one should not forget that for many centuries philosophers, progressive sociologists, economists and political leaders have emphasized that the goal of progress is the good of man, the development of individuals, social groups and society.

It is important to emphasize that development must create and empower people so that they can choose the best way of life for themselves.

The search for such a "human" way of development constitutes the general conceptual basis of modern theories of human and society development, protection of human rights and social security. With this path of development, the goal is, on the one hand, the freedom of a person and the expansion of opportunities for his choice, on the other hand, social security. Freedom is vital essential for each person, both to expand the range of his capabilities, and for the practical realization of rights. Social security and safety of society are just as important, since only in conditions of high social protection and safety of society is it possible to realize the free choice of individuals and social groups. People must be free to exercise their choices and participate in the decisions that affect their lives. Human development, expanding the range of his opportunities and protecting his rights are interdependent and complementary aspects, each of which contributes to ensuring the well-being and dignified life for all people, developing abilities, increasing their creative, creative activity, self-respect and respect for other people.

It is important to fully realize that the strategy of purposeful human development differs significantly from the development strategy that preceded it, focused mainly on economic growth.

The transition to a new goal-setting and a corresponding system of priorities, in which the development of human potential is recognized as a global goal, was formed in the late 1980s. This concept differs significantly from the concept of economic growth.

First, the new concept challenges the utilitarian assumption on which development economics is largely based. In line with Amartya Sen's pioneering work, development is seen as a process of “empowering” people, not just increasing their material well-being or satisfaction. In other words, the general goal of socio-economic development is not only to increase income and GDP growth, but to expand opportunities for choice, prolong longevity and active creative activity, get rid of avoidable diseases, access to knowledge, etc. According to the new concept, opportunities and choices are closely interconnected with each other, as well as with liberation from hunger and fears of poverty, with freedom to more fully realize their own life aspirations. Indeed, in her latest work, Amartya Sen explicitly states that development is ultimately a matter of freedom. With this reasoning, it is not denied that the expansion of the supply of goods and services can contribute to the expansion of human capabilities, and ultimately - freedom, but this happens indirectly, since this factor is not an end in itself for development. In other words, the concept of human development overthrows the national product from the pedestal as the main indicator of the level of socio-economic development. Moreover, while increased production, economic and income growth do contribute to human development. However, this factor does not dominate the development of a person and his potential. The fact is that the impact of income on the empowerment of people is giving less and less returns. When analyzing a new concept, it is important to understand that its recognition should not be based on diminishing marginal benefits of income.

The considered concept of human development denies the conventional assumption that the key factor of development is the accumulation of physical capital, that is, investment in machinery and production equipment. After the innovative work of T.V. Schultz and G.S. Becker's theory of human development emphasizes the accumulation of knowledge and professional qualifications. Indeed, a large body of empirical research shows that spending on education often produces economic returns that are as large as the return on investment in physical capital, or even higher. It should be clarified here that building human potential includes more than just spending on education. It includes expenditures on research and development that generate new knowledge and technology, expenditures on basic health services, nutrition programs and family planning services. In other words, all these forms of investment in the reproduction of human potential are considered productive, regardless of whether they are aimed at increasing the national product and income or expanding the possibilities of people.

New goal-setting and the transfer of priorities to human development as a key factor in socio-economic development have fundamental consequences for the overall development strategy. A person from an object of socio-economic development turns into his goal and the main actor in the development of the economy, society and his own improvement. Instead of goods, the focus of the theory of development is people.

Thus, the studied theory asserts the development of man and human potential as a global goal and is based on the following conceptual provisions:

ž Productivity.People should be able to constantly improve their productivity, fully participate in the income generation process, and work for monetary compensation. Therefore, the theories of economic growth, employment and wage dynamics are not independent, independent theories, but components of the global model of human development.

ž Equality.All people should initially be equal
capabilities. All restrictions related to gender, race, nationality, class affiliation, origin, place of residence, level of well-being, etc., hindering the acquisition of opportunities in economic and political life must be eliminated in order for people to participate in the realization of these opportunities. and enjoy their benefits.

ž Stability.This conceptual provision is based on the principle of “universalism of human rights”, according to which access to resources and opportunities for balanced development should be provided not only for present, but also for future generations. It is necessary to ensure the expanding reproduction of all types of capital: material, human, environmental, without leaving debts as a legacy to future generations. Sustainability also includes the issue of equitable distribution of development opportunities between present and future generations, as well as within each generation, without sacrificing anyone's interests, needs and opportunities to others.

ž Empowerment.People should participate in every possible way in the decision-making process and in all other processes that affect their life. In such matters, the role of civil society, social policy and public organizations is extremely important. One of the prerequisites for such development is the complete accountability of the government to its peoples. The contradictions between the market, its state and public regulation should be resolved, bearing in mind that the goal of development is to develop a person and his potential, to expand the range of choice of human opportunities both in the present and in the future. Expanding human capabilities also means increasing responsibility for the fate of one's family, society, country and humanity as a whole, especially taking into account the modern increasing human abilities and the ability of technology to lead the living environment to irreversible destruction.

Interrelation of human development, economic growth,
labor and employment

Economic growth offers great opportunities for human development and expanding a person's spectrum of choice. However, in order for this human potential to be realized, it is necessary to ensure a steady expansion of opportunities for free and more informed choice. And in order for a person to be more free in choosing a particular way of life and the sphere of work, it is necessary to ensure a more equitable distribution of opportunities among all members of society: the most and least wealthy groups of the population, men and women, various subjects and various sectors of the national economy, urban and rural regions, dominant population groups and ethnic minorities, etc. At the same time, without sustainable economic growth and decent work, attempts to achieve equitable realization of the human potential of society can lead to a cumulative zero result: when human development and growth of opportunities for some groups will be achieved account of their reduction for other groups. This trend is akin to the process of poverty redistribution.

Opportunities that play a key role in human life and the development of their potential can be divided into four broad groups: economic, social, political and cultural... There is a close relationship between them, and the empowerment of one group greatly contributes to the empowerment of other groups.

The ability to engage in productive work, employment and decent work is one of the main drivers of economic growth and the creation of opportunities for human development. IN in this case the concepts of "employment" and "decent work" imply not only paid work, but the nature, working conditions, methods of earning and the amount of income that ensure expanded reproduction of human potential.

The role of decent work in human development

Honored Scientist of the Russian Federation, Doctor of Economics, Professor L.A. Kostin defines decent work as “highly efficient work in good industrial, social, labor and safe conditions with full employment, giving every worker satisfaction, the opportunity to fully demonstrate their abilities and skills. Work with decent pay. Work in which the dignity and rights of workers are protected and in which they actively participate in the activities of the organization " .

The reasons why, from the point of view of the theory of human development, employment problems are among the key ones, can be summarized as follows.

At first, human labor activity and decent work allow him to independently provide the level of income necessary for the expanding reproduction of human potential, which can be directed to individual human development, investment in education, health, and improving the quality of life.

Secondly, labor, and in general economic, activity allows each individual to realize the accumulated human potential and creates incentives for continuous education and individual investment in human capital, including future generations.

Thirdly, an efficiently functioning labor market, providing the majority of the working-age population with work and a decent income, allows the state, whose budgetary opportunities are always limited, to focus on protecting and supporting certain socially vulnerable and disabled categories of citizens and, thus, to reduce social inequality and ensure equalization of opportunities for human development ...

Fourth, a high level of employment in an efficient production environment ensures not only the sustainability of individual incomes, but also GDP growth, reduction of economic inequality, creating opportunities for the production of more public goods and contributing to human development.

Fifth, labor activity largely determines the process of socialization of the individual, forms value attitudes and orientations, prevents the formation and spread of deviant and criminogenic behavior.

At sixth, the high level of economic activity of the population of working age leads to the fact that the working environment becomes the environment of many people over a long period of life. Therefore, working conditions, understood in the broadest sense, and decent work determine the quality of working life and, accordingly, the living conditions and standards of people.

Thus, from the standpoint of a systems approach, recognition as a system-forming relationship of human development, economic growth, labor and employment brings the theory of human development to a new, higher, theoretical and methodological level.

2. Methodology for calculating the development index
human potential (HDI)

In 1998-1999 within the framework of the United Nations Development Program (UNDP), a comprehensive analysis of various methodological approaches and analytical relationships proposed by experts from different countries for determining and calculating human development index (HDI).
As a result of detailed analysis and extensive discussions by independent experts and UNDP analysts, the methodology proposed by Anand and Sen (1999) was adopted, the corresponding analytical ratios and the procedure for calculating the HDI were agreed.

The procedure for calculating the HDI developed by independent UNDP experts was presented in the 1999 Human Development Report and in the fifth national Human Development Report in the Russian Federation for 1999, prepared by a team of Russian experts and consultants.

This paper presents a modern Methodology for calculating the Human Development Index (HDI), which contains all the necessary analytical relationships, parameters and a computational procedure that ensures the calculation of the HDI.

Basic provisions

The basic concept of human development, put forward by Anand and Sen, is based on the following basic principles.

1. The following are taken as the main indicators assessing human development:

● Real income, which is defined as adjusted real gross domestic product (GDP, english -Gross domestic product, GDP) per capita at purchasing power parity in US dollars (PPP in US dollars).

● Life expectancy (longevity), calculated by the value of the indicator of life expectancy at birth;

● the achieved level of education, measured by indicators of adult literacy and the total share of students in educational institutions of the first, second and third levels;

2. Unlimited income is not required to achieve a decent level of human development. In practical implementation, this statement is expressed in determining the maximum limit of sufficient income and discounting its value when calculating the HDI.

3. The indicator characterizing the standard of living is proxy income indicator. The proxy income indicator can be used in HDI calculations and in the analysis of all aspects of human development that cannot be characterized by indicators such as longevity with a healthy lifestyle and knowledge gained during development.

4. The minimum and maximum values \u200b\u200bof real GDP per capita (in PPP in US dollars), as well as life expectancy should be determined by independent experts based on the results of a systematic analysis of these indicators in the group of sustainable developing countries with market economies with a frequency agreed with authorized experts UNDP.

Human Development Indices

Human Development Index (HDI) is an integrated indicator calculated as the average of the following three human development indices (HDI):

- Il - index of life expectancy (longevity), which is calculated by the value of the indicator of life expectancy at birth;

- Ie - the index of the achieved level of education, measured as the aggregate literacy index of the adult population and the aggregate share of students in educational institutions of the first, second and third levels;

- IGDP - GDP index, defined as adjusted real GDP per capita (PPP in US dollars).

The following symbols are used in the notation of human development indices.

Subindex l,which is used in index notation Illife expectancy (longevity), is the first letter of the corresponding English term life expectancy index.

Subindex eused in index notation Ieeducational level attained represents the first letter of the corresponding English term education index.

Abbreviation GDPindex IGDPGDPR repeats the corresponding letters of the term GDP index.

Mathematical relationships that determine the HDI
and corresponding human development indices

Let us consider and analyze the mathematical relationships that determine the human development index (HDI) and the corresponding human development indices used in its calculation.

In general, the HDI is determined by the ratio:

- index of life expectancy (longevity),

- index of the achieved level of education,

- index of adjusted real GDP per capita (GDP index),

α1, α2α3(αi, i = 1,2,3) – the coefficients of significance of the corresponding indices of human development.

The human development indices that determine the HDI are set by the following analytical relationships.

On February 21 in Tomsk for the interregional seminar "The role of the state and civil society in ensuring sustainable use of natural resources and human development in the regions of Russia", representatives of 7 territories of the Siberian Federal District... As well as guests from the capital - from the State Duma of the Russian Federation, the Federation Council, the Public Chamber of Russia, the Center for Environmental Policy of Russia, from the UNDP office in the Russian Federation. The guests noted that Tomsk was not chosen as the meeting place by chance. Deputy Chairman of the Ecology Committee of the State Duma of the Russian Federation A.I. Fokin, in particular, noted that the laws adopted in the Tomsk region in the field of ecology are in many ways ahead of the similar work of the State Duma of Russia. He also agreed with the critical remarks made in the speech of the Chairman of the State Duma of the Tomsk Region Boris Maltsev.

B.A. Maltsev's speech at the interregional seminar
"The role of the state and civil society
in ensuring sustainable use of natural resources
and human development in the regions of Russia "
February 21, 2006

Dear seminar participants!
Dear guests!

Allow me, on behalf of the deputy corps of the State Duma of the Tomsk region, to express gratitude and gratitude to you for finding the time and opportunity to come together on Tomsk land to discuss the most urgent problem for Siberians - how our natural resources should and can serve the development of human potential.
Since our region, by definition, is a resource, raw material (and there is no need to be ashamed of this: in the United Arab Emirates - a country that lives exclusively on oil - people live, frankly, not bad), the existence of Siberians - their income, life expectancy, the opportunity to get quality education - today, more than ever, depends on the possibilities of sustainable, efficient and rational use of natural resources.

In this regard, the State Duma of the Tomsk region in its work attaches the greatest importance to this direction. In our legislative body, a permanent commission on natural resources, oil and gas complex and ecology has been created and is working. I'm not even talking about the fact that in all three convocations of the Duma deputies working in the raw material industries make up a significant force.
By our laws, we strive to create an investment attractiveness of the region. So as to various companies (including foreign ones) came to us and worked here with pleasure. The deputies adhered to this principle, adhere to, and will adhere to in the future. It is no coincidence that one of the priorities of the Strategy for the Development of the Tomsk Region until 2020, which we have adopted, is the development of the oil and gas sector of the economy, the timber industry complex, the use of other natural resources, and biotechnology.

At the same time, we understand very well that health, as they say, cannot be bought. Therefore, in our work, alongside (together, inherently!) With the issues of building up and sustainable use of natural resources, ensuring the successful economic development of the region, there are also environmental issues.
The need to solve environmental problems and rational use of natural resources in the Tomsk region have been thinking for a long time. In 1992, by the decision of the Tomsk Regional Council of People's Deputies, the concept of the Environmental Program was adopted for a ten-year period. Legal has become one of the most important blocks of this program. And this is understandable: since it is impossible to deal with ecology without the development of legislation.

We have quite good developments in the legislation in the field of ecology and nature management. We were among the first in Russia to adopt regional laws “On Environmental Audit”, “On Environmental Expertise”. The regional law "On Protected Natural Areas" brings real benefits to the population.
This also includes the adoption of such important regulatory acts as the Law on Hunting, the Law on Subsoil Use, methods for assessing damage to natural resources and a number of other documents.

Every year the Duma of the Tomsk region adopts more than 30 different laws and other normative legal acts of an environmental nature.
The Tomsk citizens, who were present here, can confirm that I am a consistent supporter of the criteria for assessing human potential used by the United Nations. These are the incomes of the population, and life expectancy - fertility, mortality, and the level of education. Therefore, I cannot but agree with the conclusions of the UN experts in the Report on Human Development in Russia (“Russia in 2015: Development Goals and Priorities”) that the demographic problem of Siberia must be solved, including at the expense of immigrants. How it happened all 450 years of the development of Siberia. And there is no need to be afraid of this. You just need to regulate migration. Siberia - unless urgent action is taken - will soon become a desert in terms of population.

The strategic way in solving the problem, of course, is - investing the state in its own human potential! First of all, the material security of Siberians, and not only material security, but also material interest. Of course, it is also important to strengthen human health, and increase his life expectancy, and increase the birth rate. But this is not enough: we need opportunities to get a good education and improve professional skills. In fact, this is the essence of the national priorities recently announced by Vladimir Vladimirovich Putin in such areas as healthcare, education, housing, and food production.

I am very pleased to welcome the representatives of the United Nations Development Program in Russia today.
And I think that the dynamics of human development (in the modern UN interpretation of this term) is of great importance for the analysis of the results of the socio-economic policy of the regional authorities. Therefore, its calculation in the context of the constituent entities of the Federation becomes an important additional tool when choosing the directions of regional policy and more efficient spending of funds for its implementation. Here I agree with the Assistant Secretary General of the UN - Kalman Mizsei, who presented the Report on Human Development in Russia, that for a country that has the necessary financial resources, it is very important to correctly prioritize spending.
The main law of the country - our Constitution - reads: "The issues of ownership, use and disposal of land, subsoil, water and other natural resources are under the joint jurisdiction of the Russian Federation and the subjects of the Russian Federation." We say that we have a federal state, but in fact: instead of giving the subjects of the Federation the right to dispose of natural resources, we have lived to the point that we even have a fee for using water resources - all goes to the Federation!

It is clear that in this state of affairs, we could not support either the Forestry Code (and when it was nevertheless adopted in the first reading, we sent some amendments on 40 pages), or new law "On the bowels".
Our natural resources are undoubtedly one of our main competitive advantages. But we have been convinced more than once that the state is not capable of effectively managing specific enterprises. The best manager is business. The same is with natural resources: the state cannot manage every suburb and lawn from Moscow. I am sure that in the management of resources - especially forest and water resources - it is necessary to give more freedom to regional and municipal authorities.
They tell us: in 2006 we are transferring to you at the regional level a number of additional powers (Federal Law 199), the main part of which concerns the use of natural resources and protection environment... Yes, something is being passed. But again, without funding.

We are faced with the task of “digesting” these powers, creating a coherent, logical system of regional legislation. At the same time, it is important not to set new barriers and obstacles in the way of business, but to create an environment favorable for the development of clean, environmentally friendly industries, waste-free technologies, and the full realization of human capabilities.
To do this, it is necessary to develop and adopt more than 10 regulatory legal acts, eight of which are laws of the Tomsk region, including the laws "On the protection of atmospheric air", "On the use of water bodies", "On production and consumption waste" and others. A number of legislative acts require significant revision, such as the law "On hunting". New regulations are also required - in terms of the allocation of quotas for the use of resources, payments for the transfer of forest lands, and so on.

Taking this opportunity (the fact that today not only representatives of state administration and control bodies, heads of industrial enterprises, scientists, but also representatives of public organizations - associations, centers, foundations, the media) gathered in this hall - I would like to encourage them to be more active assert itself in the sustainable use of natural resources and human development. It is impossible to achieve serious progress in this matter without the structures of civil society.
We hope that our today's seminar will really benefit the population of not only the Tomsk land, but also all the regions gathered here.

Federal State Autonomous Educational Institution of Higher Education

Saint Petersburg National Research University

Information technology, mechanics and optics

Faculty: Institute of International Business and Law

Department: Customs and Logistics

Practical work

On the topic: "Labor resources and human potential of the Russian Federation"

Work performed by: student of group No. "2440

Putrova Victoria Mikhailovna

Introduction

1. Labor resources: general concepts

1.1 Labor resources

2 Human and labor potential

3 Labor force

1.4 Formation and use of labor resources

5 Quantitative and qualitative characteristics of labor resources

Development of labor resources in Modern Russia

Statistics of the economically active and inactive population of the Russian Federation for 2014.

Population dynamics of the Russian Federation

Information on the level of education of the population of the Russian Federation

Comparative characteristics of the education of the population of the Russian Federation and the leading countries of the world

1 Education USA

2 Education in Germany

3Education in the UK

Excess and shortage of specialists in various industries

1 Excess of specialists

2 Deficit of specialists

Conclusion

References

Introduction

Labor is the basic condition for human life and the most important source of wealth for society. Thanks to the labor activity of man, the means of production are set in motion and contribute to the implementation of predetermined goals of society and its individual members.

Labor is a contribution to the production process carried out by people in the form of a direct expenditure of mental and physical efforts. The totality of a person's mental and physical abilities, his ability to work is called labor force.

In conditions market relations “Ability to work” makes labor power a commodity. This product is distinguished by the following features: · creates a value greater than it is worth; · Without its involvement it is impossible to carry out any production; · The efficiency of using fixed and circulating assets largely depends on it.

The world of work is an important and multifaceted area of \u200b\u200bthe economic and social life of society. It covers like a market work forceand the direct use of labor resources in social production. In the labor market, the cost of labor is assessed, the conditions of its employment are determined, including the amount of wages, working conditions, the possibility of obtaining an education, professional growth and job security. The labor market reflects the main trends in the dynamics of employment, its main structures (sectoral, vocational qualification, demographic), that is, in the social division of labor, as well as labor mobility, the scale and dynamics of unemployment.

An equally important component of the world of work is personnel work at enterprises (firms), labor motivation and labor relations. It is at the micro level that the country's labor resources are used directly, and they contribute to economic growth as an economic resource and a factor of production.

In modern Russia, the issue of studying the labor market, its features and specifics, acquires special significance in the context of the contradictory nature of economic activity. In the course of studying this problem, such concepts as: labor resources, economically active and inactive population, employment, unemployment and others appear.

The purpose of my work is to assess the dynamics of growth and decline in the population of the Russian Federation (including due to the birth rate, mortality and labor migration), the level of education of the population of the Russian Federation, to compare these indicators with the leading countries of the world, and also to assess the need of the Russian economy for specialists. and identify their excess.

.
Labor resources: general concepts

1 Labor resources

Labor resources represent the able-bodied part of the country's population, which, due to psychophysiological and intellectual qualities, is capable of producing material goods or services. Labor resources include people both employed in the economy and not employed, but capable of working.

The psychophysiological and intellectual qualities of a person necessary for the implementation of useful activities depend on age, which acts as a kind of criterion that makes it possible to allocate labor resources from the entire population. According to the established statistical practice, the labor force consists of able-bodied citizens of working age and citizens working in the country's economy younger and older than working age.

Currently, in accordance with the labor legislation of the Russian Federation, the lower limit of the working age is considered to be 16 years, and the upper limit, determined by the right to receive a pension, is 54 years for women and 59 years for men. However, for some types of professional activity associated with high psychophysiological loads on the human body, the pension bar is noticeably lower - by 5-10 years, or even more. This applies to industries with unfavorable, difficult working conditions (for example, coal mining, metal smelting, etc.), as well as those professional occupations where, over the years, the opportunity to maintain the required "work form" is lost (for example, ballet). In real life, many of the “privileged pensioners” continue to work in their former capacity or in a different job and therefore remain in the labor force. The unemployed are excluded from their membership.

The number of labor resources is made up of two categories of the population: 1) persons of working age (with the exception of unemployed disabled persons of I and II groups, as well as unemployed persons who received a pension for preferential terms), 2) the population employed in production outside the working age (that is, working adolescents under 16 years of age and working pensioners). Thus, labor resources are considered both the economically active part of the population of Russia and the workers actually employed in production. Economically active population - a group of people capable of participating in the production of wealth and the provision of services. The economically active population includes both employed workers and unemployed. The employed population is the part of the country's inhabitants who are involved in production and non-production activities. The age limits for the able-bodied population are mobile and change depending on social conditions and economic development trends in the country. Currently, in Russia, the working population is considered to be women from 16 to 55 years old, men from 16 to 60 years old.

So, the number of labor resources (T) can be determined as follows:

T \u003d Rtr-Rinv + Rpen + Rmol

where Rtr is the working-age population;

Rinv - the number of the non-working population of the same age, who, according to the legal norms established by the state, is considered to be disabled (disabled people of 1-11 groups and persons of preferential retirement ages); Рпен - working persons of retirement age; Rmol - working adolescents under 16 years old.

Employment status is determined for that part of the labor force that is involved in socially useful activities. It includes both a group of people who offer labor for the production of goods and services in order to generate income, and that group of the population that participates in socially useful activities that do not bring direct monetary income, or that generate income that is not directly related to the production of goods. and services. The first group includes citizens employed in the public sector of the economy, in cooperatives, and in the private sector. The second group includes off-the-job students who serve in the Russian Army.

The part of the population that provides the supply of labor for the production of goods and services is the economically active population (labor force). Its number is measured in relation to a certain period and includes employed and unemployed. Those employed in the economically active population include persons of both sexes aged 16 and over, as well as persons of younger ages who, during the period under review: (a) performed work for hire for remuneration (on a full or part-time basis), and other income-generating work (independently or for individual citizens); (b) were temporarily absent from work due to illness, injury, vacation, holidays, strike or other similar reasons; (c) performed work without pay in a family business.

The unemployed are persons aged 16 and over who during the period under review (a) did not have a job (profitable occupation); (b) they were looking for work (they turned to the employment service, the administration of the enterprise, used personal contacts, placed advertisements in the press, etc.) or took steps to organize their own business; (c) were ready to start work. When referring to unemployed, all the criteria listed above must be present. The unemployed also includes persons who are trained in the direction of employment services or who perform paid public works obtained through employment services. Pupils, students, retirees and people with disabilities are counted as unemployed if they were looking for work and were ready to start working. Among the unemployed are persons who are not employed, registered with the employment service as job seekers, and also recognized as unemployed. In international practice, the concept of "civilian economically active population" is also widespread, which does not include military personnel. The economically inactive population is that part of the population that is not part of the labor force, namely: a) among the population of working age:

Pupils and students, listeners and cadets studying in daytime educational institutions and not engaged in any activity other than study;

Persons engaged in housekeeping, caring for children, sick people, relatives, etc.

Persons who have stopped looking for work, having exhausted all the possibilities of obtaining it, but who can and are ready to work;

Persons who do not need to work regardless of their source of income; b) among the population that is not part of the labor force:

Persons receiving pensions (for old age, on preferential terms, for the loss of a breadwinner) and not engaged in any activity;

People with disabilities receiving pensions and not engaged in any activity.

The concept of "labor resources" is used to characterize the working-age population throughout the country, region, industry, or within a professional group.

2 Human and labor potential

The qualitative characteristics of labor resources are inextricably linked with concepts such as human potential and labor potential.

Human potential is a set of qualities of a specific individual, formed under the influence of social forces and the interaction of society and the individual.

Human potential becomes a labor resource only when it is included in the system of social production.

Labor potential is the totality of all labor opportunities of both an individual and various groups of workers in society as a whole. Labor potential characterizes the quality of labor resources and their potential, as well as the number of labor resources.

In terms of the quality of labor resources, three components of labor potential can be distinguished: physical, intellectual and social.

The physical component of labor potential is the physical and psychological qualities of labor resources, which depend on people's health. The main factors of the physical component are the standard of living, the quality of life, the level of health care, the state of the environment, working conditions, and so on.

The intellectual component of labor potential is the accumulation of knowledge and experience by people on various aspects of labor and social activities. The factors here are the level and system of education, scientific research, the susceptibility of labor resources to new scientific advances, the innate abilities of individual individuals and their development.

The social component of labor potential is the susceptibility of labor resources to factors in the social sphere. These factors include the social environment, social justice and social security.

The quantitative characteristics of labor potential include the following indicators: population size, population of working age, number of economically active population, number of labor resources (including by year). The main factors of quantitative indicators are: duration of the working age, the standard of living of the population, the ratio of groups of the population of working age, younger than working age and older than working age, population migration.

An idea of \u200b\u200bthe state and dynamics of labor potential is given by such an integral indicator as the human development index (HDI), which takes into account such factors as life expectancy, education, gross domestic product (GDP).

3 Labor force

Labor force is the physical and mental capabilities and skills that allow a person to perform certain types of work with the required level of labor productivity and quality of manufactured products (services). The term "labor force" is an economic category that characterizes the totality of human abilities necessary for the implementation of the labor process. Although labor is considered a commodity, unlike any other commodity, it has two features:

· Universality - this means that a person capable of work can engage in various types of activities, that is, his ability to work is universal. He can become a driver, a doctor or an artist, or he can engage in these activities at different times, based on his own needs or the needs of society. In market conditions, situations often arise when a person is forced to retrain or acquire a new profession, which is more necessary at a given time. The versatility of the workforce helps him with this;

· The commitment of labor owners to social justice. Man is a rational being, and this greatly affects the "labor force" product. Feelings of justice, equality, brotherhood and humanity are inherent in man, so he will strive to defend them in his work. This goal is served by trade unions, which help workers defend and defend their interests.

4 Formation and use of labor resources

The process of labor resources management includes the phases of formation, distribution and use of labor resources.

The structure of the workforce is complex. Labor resources are divided according to gender, age, level of education and qualifications, profession, employment status, etc. The formation of labor resources is influenced by the demographic situation in the country. The value of the total national income depends on the demographic characteristics of the labor force; from the number, growth rates and distribution of the population - the possibility of meeting the needs of the economy in workers, the possibility of the development and development of the country's territories. Health indicators determine the efficiency of using the working time of the employed population.

The most important qualitative characteristics of labor resources are their educational and qualification level. The higher the level of development of the worker, the more efficiently all material factors of production are used, and hence the faster social wealth is formed. Scientific and technological progress makes ever greater demands on the quality of labor, complicating the material factors of production. Therefore, the system of training qualified personnel must be continuous. Professional and qualification parameters of labor resources are also a significant factor in meeting the needs of the national economy for effective workers. Material factors of production determine the professional and qualification structure of labor resources.

Thus, the formation of labor resources includes the natural reproduction of the population, the acquisition and development of the ability to work through education on the basis of the means necessary for the employee to maintain and reproduce his own life and the lives of his family members.

The distribution of labor resources characterizes the distribution and redistribution of the total labor force by areas of employment, by types of employment, by sectors of the economy, by territories and regions in accordance with supply and demand in the labor market.

The use of labor resources is a labor activity in the process of which the labor force is realized, the level of employment of the country's labor population. The use of labor resources involves the implementation of the employee's labor potential, self-development and self-improvement, professional development of employees, income in accordance with the amount and quality of labor expended. In addition, the period of use of labor resources is the longest in a person's life.

5 Quantitative and qualitative characteristics of labor resources

There are a large number of quantitative and qualitative characteristics of the labor force. Let's consider the main quantitative characteristics. They can be divided into absolute and relative. The absolute characteristics of labor resources include:

Labor resources include the population engaged in economic activities, as well as those able to work, but not working for one reason or another. The labor force includes the able-bodied working-age population and working persons who are beyond the working age.

The number of the population of working age (men from 16 to 59 years old plus women from 16 to 54 years old).

Able-bodied working-age population, which includes a permanent working-age population and foreign citizens employed in the economy. This indicator does not include non-working disabled persons of I and II groups and non-working persons receiving a pension on preferential terms.

Economically active population - the population of a country of working age who is willing and able to work. The economically active population consists of employed and unemployed people.

Employed in the economy - persons who, in the period under review, performed paid work for hire, as well as income-generating work that was self-employed, both with and without the involvement of employees, for whom this work was the main one. The number of employed in the economy also includes persons who performed work as helpers in a family enterprise, persons who were temporarily absent from work due to illness, annual leave or days off, training, study leave, leave without pay or with partial retention of wages for the initiative of the administration, participation in strikes, and other similar reasons. Those employed in the economy include persons employed in household production of goods and services for sale, including those working in personal subsidiary agriculture, for whom this work was the main one (regardless of the amount of time worked).

Population not employed in the economy - persons of working age - pupils, students, postgraduates who do not combine education with work, as well as the following categories: unemployed; military personnel, Russian citizens working abroad; persons who are on maternity and childcare leave until they reach the age of three; household chores, caring for children and other family members; persons who are in places of deprivation of liberty; able-bodied persons who do not need to work.

Unemployed - persons of working age who do not have a job, but are actively looking for it.

The relative indicators characterizing the labor force include:

The level of economic activity of the population \u003d

Economically active population * 100% / Total population;

Economically active population * 100% / Population aged 15 to 72;

Employment rate \u003d Number of employed population * 100% / Number of economically active population;

Unemployment rate * 100% \u003d Number of unemployed / Number of economically active population;

Number of unemployed per 1000 employed \u003d Number of unemployed * 1000 / Number of employed;

The rate of appeal of the population to the employment service \u003d Number of people applying for employment * 100 / Average number of able-bodied population of working age

Average duration of employment of citizens, days \u003d Total duration of employment of citizens per year pers. days / Total number of employed citizens in the reporting year

7. The load of the unemployed population per one vacancy \u003d the number of unemployed who applied to the employment services at the end of the period / Number of vacancies at the end of the period;

Average duration of unemployment Tav:

T cf \u003d ΣT i N i / ΣN i,

where T i - time of absence of work in the i-th group;

N i - the number of unemployed in the i-th group.

The qualitative characteristics of the labor force include health, intellectual ability, professional experience and skills, age, socialization of individuals, and so on.

The main indicators characterizing the quality of labor resources include:

Age structure of the population.

Sex structure of the population.

Educational structure of the population (level of education by type of education).

Family structure of the population.

Ethnic structure of the population.

Professional qualification structure of the population.

Average life expectancy index.

Human Development Index.

2. Development of labor resources in Modern Russia

The state and development of a society is largely determined by the number and composition of its population. The population is understood as the totality of people living in a certain territory - in a country, region, municipality of the district, city.

Human resources are a part of the population and a factor in the economic development of society; they also operate with the categories “labor resources” and “labor potential of society”. Human resources is one of the forms of expression of the concept of "human resources".

The term “labor resources” was first used by academician S.G. Strumilin in the 20s. XX century. In 1954, the International Conference of Labor Statisticians adopted the definition of "general labor resources", which included "proper labor resources" and "military personnel."

The modern world economy is characterized by globalization, high competition, innovation, short time cycles. It highlights the importance of intangible assets such as knowledge, innovation, and especially labor. One of the most important tasks of modern economic science (political economy) is to develop the concept of reproduction and improve the quality of labor resources.

Labor resources are the able-bodied part of the population, which, having physical and intellectual capabilities, is able to produce material goods or provide services.

The concept of "development" refers primarily to philosophy and is interpreted as: "Development is an irreversible, directed, regular change in matter and consciousness, their universal property, as a result of development, a new qualitative state of an object, its composition or structure appears." The new economic category “development of labor resources”, introduced by the author, is a purposeful improvement of the conditions for the reproduction of the able-bodied part of the population, the creation of an opportunity for them to acquire and realize physical and intellectual abilities aimed at producing public goods or providing services.

In modern economic conditions, the implementation of the designated task is not possible without solving the problems of labor resources, eliminating or reducing the influence of factors that restrain their development, such as the growth of open and hidden unemployment, negative demographic situation, poor quality of housing, social and cultural services and health care, destruction of domestic systems of reproduction of qualified personnel, "brain drain", lumpenization of the population of large cities.

The concept of state policy in the field of labor resources should be forward-looking, should ensure the transition of the Russian economy from a raw material orientation to an innovative developed economy, with developed production, advanced technologies and intellectual potential. It is proposed to use the principle of consent of all constructive forces, all sides of social partnership in social policy.

An important problem is the growth of open and hidden unemployment and underemployment at enterprises, the strengthening of the trend of long-term unemployment in the regions. To solve this problem, it is necessary to increase employment in small businesses, possible as a result of additional legal measures and a credit rate when obtaining a loan, as well as more rational use of real estate.

Comprehensive development of the workforce will require more investment in housing, healthcare, education, culture, science and other sectors of social infrastructure. It is required to accelerate the development of social standards for housing, the development of a network of medical, educational and cultural institutions.

Sources of financing for social infrastructure facilities, along with traditional sources, could be funds from the population, accumulated to create financial mechanisms for long-term lending [5].

The economic resources necessary to improve the level and quality of life at the initial stage of the implementation of the labor development policy could be obtained as a result of the redistribution of part of the national wealth that has settled in private hands as a result of violations of the law.

Under the generally accepted concept of social responsibility of business, one should understand, first of all, compliance with tax legislation, which allows the state to allocate funds to the needs of the population, and compliance with labor legislation, which allows the employee to provide an employee with his legal rights to social protection in the workplace. Responsibility for violation of labor legislation should be toughened, but at the same time, consider protecting the employee's interests before an unscrupulous employer and the ability to defend them.

The advanced development of the education sector is especially relevant. The system of higher and professional education continues to work according to the old principles, and the training of specialists is weakly connected with the real needs of the economy. This gap leads to the fact that vocational educational institutions train in professions that are in demand in the market for educational services among the population, but are in little demand in the real labor market. Therefore, financial investments in education should be targeted, and vocational training should take into account the real needs of the labor market. To ensure this relationship, it is necessary to form new institutions for the effective use of human capital, which can be formed through the interaction of state structures, educational institutions, public associations, political parties, trade unions and Internet portals dedicated to employment.

Similar interaction of social institutions was implemented in the development of training standards for advanced higher educational institutions. In this case, the development was carried out taking into account the wishes of leading entrepreneurs and heads of state corporations. It is proposed to use this practice in the future, improve the mechanisms of interaction, ensure the work of universities and entrepreneurs in the regions, and strengthen the participation of public organizations.

The implementation of the planned measures will be successful in the case of interaction between public associations, entrepreneurs and the state, which will restore people's confidence in the authorities, and channel resources for a national revival.

labor education deficit specialist

3. Statistics of the economically active and inactive population of the Russian Federation for 2014

Table 1 The number of economically inactive working-age population by category

The category “others” includes persons who have income from property or capital, who are dependent on other persons, who have health problems, but have not received a disability pension, etc.

Table 2 Economically active population of working age

annotation

The article presents the results of the analysis of the state of the labor resources of the region, sectoral, sex-age and educational structures of the employed population, reveals the features in comparison with the average level in the Russian Federation, identifies problems from the standpoint of human potential development, predicts trends in the further development of the labor market.

Key words: analysis of the state, identification of regional characteristics, employed population, forecast of development trends, human development, region, structure, labor resources

From the standpoint of the grouping of factors that determine the development of the territory, into factors of "first nature" (provision with natural resources and geographic location) and "second nature" (concentration of population and economy, transport infrastructure, human potential, market institutions) and determining the leading role of the second group, it is possible to assess the development potential of the Ulyanovsk region. The “resource” factor in the region can be assessed as the average level among the constituent entities of the Russian Federation. The geographical position is well appreciated. However, as for the majority of Russian regions, factors of "second nature" that are insufficient in terms of their level, for the Ulyanovsk region remain a significant barrier to development.

In our opinion, the determining factor among the factors of "second nature" is human potential, understood as a set of knowledge and qualifications, as well as "... the right of people to a long, healthy and creative life, to achieve other goals that, in their opinion, have value; to actively participate in ensuring fairness and sustainable development on our common planet. " The integral indicator proposed by the United Nations - the human development index (HDI) - is also used to characterize the level of socio-economic development of a country or region.

Measuring the socio-economic development of a territory using the HDI shows a favorable trend in the Ulyanovsk region: since 2002, the HDI value has increased from 0.739 to 0.811 in 2010. The region is consistently ranked in the top ten regions in terms of HDI value and belongs to the group of regions with an average level of human development ...

The degree of human development in the region directly determines the development of the territory, the efficiency of the economy, as well as the quality of labor resources. Without pretending to fully analyze all the existing characteristics of human potential, but from the standpoint of its development, we will consider the dynamics of the most frequently used traditional statistical indicators of the development of the labor resources of the region in order to identify the features and trends of future changes.

The most important among the whole complex of factors that determine the development of both human potential and labor resources is demographic.

In the Ulyanovsk region, over the past ten years, there have been positive changes in demographic processes, despite the persistence of trends, formed in the early 1990s, towards a decrease in the population size both due to natural decline and due to migration. The lag in the values \u200b\u200bof demographic characteristics from the national average, which arose in the same period, remains, which determines the peculiarity of the formation of the labor resources of the region.

As of January 1, 2014, the number of resident population in the region amounted to 1,267.6 thousand people, having decreased by 6.9 thousand people compared to the previous year. (0.6%) and 147 thousand people. (10%) compared to 2001. However, the rate of depopulation is declining. According to Rosstat, the share of the population of the Ulyanovsk region in the total population of Russia decreased from 0.97% in 2001 to 0.88% in 2014.

Such dynamics testifies to a higher rate of population decline in the region in comparison with the all-Russian, defining a narrowed reproduction regime, aging and an irrational structure of the population, which worsens the conditions for the formation and further development of human potential and labor resources.

In 2005, in the Ulyanovsk region, for the first time in a long period, the population of working age began to decline, and in the urban population - since 2004. At the beginning of 2013, compared with 2000, the working-age population decreased by 107 thousand people. or by 12%, and since 2005 - by 84 thousand people. or 10%. The share of the population under the working age decreased in 2013 compared to 2000 by 4.4 percentage points, and over the working age increased by 4.9 percentage points. ... If in the early 90s the ratio of age groups of the population in the Ulyanovsk region corresponded to the all-Russian structure, in recent years in the region the share of the population under the working age turned out to be significantly lower than the Russian indicator - 14.8% and 16.8, respectively, and the share of the population of older ages - higher than the all-Russian - 25.5% and 23.1, respectively, in 2013, which indicates a more negative nature of changes in the age structure of the region's population. If we take into account such features of the age structure of the population, then the prospects for the quantitative and qualitative reproduction of the region's labor resources are deteriorating. The demographic load of children per 1000 able-bodied people at the beginning of 2013 was 248, in contrast to 280 in Russia. Thus, in the future, one should not expect even simple reproduction of both the number and the available professional level of labor resources.

The number of labor resources in the region on average in 2013 amounted to 766 thousand people, which is 52 thousand people. or 6% less than in 2009. human potential labor resource

The able-bodied working-age population is 702.3 thousand people. or 91.7% of the labor force, having decreased since 2009 by 3 percentage points. (and the pace is increasing), while maintaining a downward trend in the future, due to negative changes in the age structure of the population ("demographic contraction" of the labor market).

This reduction is replaced by migration - the number of foreign labor migrants in 2013 amounted to 9.3 thousand people, which is two times more than in 2009, their share increased to 1.2%. More than 60% of migrants are provided with representatives of the CIS countries, mostly of low qualifications, and this trend will continue. According to monitoring data, the needs of the economy of the Ulyanovsk region for specialists and workers for 2013-2015, with a shortage of labor, only 1.8% of organizations use foreign labor.

The region from year to year has a migration decline in population, determined mainly by labor mobility in the most prosperous neighboring (Samara region, Tatarstan) and central regions. There is "otkhodnik", especially from rural areas. Prediction of the number and qualifications of regional labor emigration and substitute immigration is limited by accounting shortcomings determined by imperfect legislation.

To replenish the decreasing number of labor resources, in our opinion, the categories of the population beyond the working age are called upon - persons over working age and adolescents. The values \u200b\u200bof the employment of adolescents aged 14-15 in the economy fluctuate in dynamics, having sharply decreased in 2013 to 42 people, their role is insignificant. While the contribution to the economy of the population older than the working age is increasing: their number has increased by 1.5 times, and the share in the labor force of the region - from 4.5% in 2009 to 7.1% in 2013, and this trend will continue. It should be noted that in relation to older age groups, this is a positive and most preferable option for replacement reproduction of a shrinking labor market with a projected increase in the healthy life expectancy of the population.

According to the population survey on employment issues, the number of the economically active population in 2013 at the age of 15-72 years averaged 682.3 thousand people, including 160.2 thousand people - young people aged 15-29 years. The number of the economically active population on average in 2013 compared to 2012 increased by 2.5 thousand people, while the number of economically active youth decreased by 784 people.

The level of economic activity of the population aged 15-72 years (the ratio of the economically active population to the total population of this age group) was 67.7%.

In the economically active population, 644.9 thousand were classified as engaged in economic activity and 37.4 thousand people were classified as unemployed using the criteria of the International Labor Organization (that is, they did not have a job or profitable occupation, were looking for a job and were ready to start it in surveyed week) (see table 1).

Table 1. Economically active population, employed and unemployed

The number of the economically active population is fluctuating in dynamics, but there is a general downward trend in comparison with 2011, while the number of employed and unemployed has somewhat stabilized over the past two years. Among the economically active population, 92% were people of working age (men aged 16-59, women aged 16-54), among the employed the share of this category has stabilized at 92%.

In recent years, there has been a clear tendency for the redistribution of the employed population in favor of older age groups: the share of employed young people is decreasing in dynamics (moreover, at a higher rate in the ages of 20-24), is fixed at about the same level in the age group of 35-44, increasing in older ages, which indicates an unfavorable aging trend (table 2).

Table 2. Structure of employed in the economy by age groups (percentage)

According to the monitoring data on the needs of the economy of the Ulyanovsk region for specialists and workers for 2013-2015, the inconsistency in the distribution of employees of organizations by age groups is increasing - the average age of workers is increasing, especially in groups with higher and secondary vocational education, which disrupts the process of uniformity of replacement of departing and transfer of experience to young people.

Employment of men is higher in young age groups, women in older ones. The rate of decline in employment among young men is higher than among women.

The distribution of the population by type of activity is characterized by a significant share of those employed in manufacturing - about 25% over the past two years (a decrease in 2013 by 2 pp compared to 2004) (Table 3). The share of people employed in agriculture in the dynamics since 2004 has decreased from 14 to 9%. Employment growth is noted in the sphere of wholesale and retail trade and consumer services to the population from 13.5% in 2004 to 15% in recent years. 1 pp the share of those employed in public administration increased. The total share of those employed in education and health care remains at the 2004 level.

Table 3. Structure of the employed population by type of economic activity (in%)

Such a change in the structure of employment indicates a reduction in the share of manufacturing industries in favor of the service sector, which corresponds to Russian and global trends in the structural shift of the economy from the secondary sector to the tertiary sector. One cannot but agree with the opinion that the severity of the labor market problems can be reduced “if in the coming decades the sectoral structure of the Russian economy can be given a more pronounced“ postindustrial ”character by increasing the share of the service sector. In developed countries, such industries as education, science, finance, business services, etc., are the main suppliers of “good” jobs ... ”.

In the Ulyanovsk region, as can be seen from Table 3, there is a stable growth in employment in the sectors of wholesale and retail trade, equipment repair, hotel and restaurant services, but not in the field of education, which directly contributes to the development of human potential.

Under conditions of a higher mortality rate in comparison with Russia (14.4 and 13.0 ppm per 1000 thousand of the population, respectively), intensive aging of the population and a high proportion (17%) of the poor population, the total share of employed in the two most important social spheres - education, health care and the provision of social services do not contribute to the development of the human potential of the region. The average annual number of people employed in health care and the provision of social services decreased from 43.5 thousand people. in 2010 to 42.6 in 2013. The decline in the share and number of people employed in education (from 53.5 thousand people in 2004 to 48.3 in 2013 on an average annual basis), due to a decrease in the school contingent, is not accompanied by an increase in the level of education of young people: the Ulyanovsk region is consistently the fifth ten regions according to the value of the human development index, in which the share of young people studying has not changed since 2002, amounting to 74.1% and the availability of education, taking into account the low income of the population, is decreasing.

The reduction in the number of employed in the education sector is also associated with the general so-called "compression" of the network of social services due to the reduction in the effective demand of the region's population. The amount of expenditures on final consumption in the region is 30% less than the national average, in the Volga Federal District - by 19%, which determines the corresponding standard of living of the population. The Ulyanovsk region is one of the five regions of the Volga Federal District with the largest share of food costs - 41%, which forces residents to save on the purchase of non-food products and services (including educational and health services), reducing the level and quality of their life, reducing consumption and, consequently, worsening human development opportunities.

The reduction in the number of employed in the secondary manufacturing sector, with the simultaneous stabilization of the total share of those employed in education and health care (the most important components of the tertiary sector of services), which determined the emerging trend of “contraction” of the entire network of social services due to a reduction in the effective demand of the population, create conditions for the development of “informal” employment which takes place in many Russian regions.

The conclusion about the growth of informal employment in the region is also confirmed by the analysis of the structure of the employed by the place of the main job (Table 4).

Table 4. Structure of the employed population by place of main job (in%)

More than 80% of the employed had the main job in an enterprise, in an organization with the status of a legal entity, which qualifies as work in the formal sector, all other forms - work in the informal sector. As can be seen from the above data, the share of the informal sector in the dynamics is increasing, which corresponds to the average Russian dynamics, which determines it at more than 20%.

As you can see in the dynamics, and very intensively since 2010, the redistribution of employment is taking place in favor of informal employment, i.e. less large organizations with low labor productivity (for hire individuals and individual entrepreneurship) and households, which is a consequence of the negative dynamics of development of the regional economy and requires the adoption of active policy measures in the labor market, primarily for the accelerated renewal of jobs.

The level of education of the employed population over the past three years tends to grow: the share of workers with higher education increased by 1 percentage point. (Table 5).

Table 5. Structure of the employed population by gender and education level (in%)

Employed women have a higher educational qualification. Thus, the share of employed women with higher education is 8 pp. higher than men.

According to the 2010 census, in the total number of young people aged 20-29 years (the age of mass receipt of post-secondary education) in the Ulyanovsk region, the proportion of those with higher education was 25.3%, secondary vocational - 32.5%, while on average Of the Russian Federation, respectively, 27.4 and 27.5%, which indicates a lower quality of educational level of young people in the region. The census data for Russia as a whole and for the region indicate a higher educational level of the adult population. International comparisons confirm this. According to the results of the international study of the competences of the working-age population PIAAC, conducted in the Russian Federation by the HSE Institute of Education with the support of the HSE Center for Fundamental Research and with the participation of the Ministry of Education and Science, it was found that the reading skills of the working-age population are better than the average for the OECD countries, but in terms of the level of formation of the competence of solving problems in a technologically rich environment, it is slightly lower, while Russian schoolchildren lag significantly behind their foreign peers, according to the PISA study, where similar competencies are tested. The reason for this situation is seen in the low motivation of the population, including young people, to self-education. Where can we conclude about the insufficient quality level of education of young people in general in comparison with the older generation?

According to the monitoring data, only 61.5% of organizations in the region believe that the level of training of specialists with higher professional education fully meets the needs of production. Only 51.8% of organizations gave such feedback on secondary vocational education. At the same time, 32% of organizations are willing to pay for retraining of personnel.

An analysis of the relationship between the sectoral, age and gender, and educational structures of the region's employed population leads to the conclusion that the more qualified part of it is aging, that the labor force is “flowing” from high-tech manufacturing industries to the service industry, represented by small enterprises with low labor productivity, and into the informal employment sphere, i.e. .e. in servicing households producing products for sale, which is a consequence of the negative dynamics of the regional economy.

The study of the ratio of demand in the formal sector and supply in the regional labor market showed that in 2013, out of a total of 5760 vacancies at all professional levels (5760 people), workers in the specialties of higher and secondary vocational education were most required in healthcare (1.3 thousand people); aircraft and mechanical engineering (0.6 thousand people); education (0.2 thousand people). This situation confirms the continued imbalance between supply and demand in the labor market, the aggravation of negative employment trends, which requires the formation and implementation of a set of measures in the regional regulation of the labor market. As you can see, the greatest demand for health workers is accompanied by a decline in the number of employees in dynamics. Thus, the greatest degree of imbalance is observed in areas directly related to human development, which worsens the prospects for the development of the region.

The unemployed are the reserve of the labor market. There is a trend towards a decrease in the number of unemployed in the dynamics, in 2013 it amounted to 34.4 thousand people, including 15 thousand women. The average age of the unemployed was 35.9 years, having decreased since 2010 by almost 1 year. The unemployed in the Ulyanovsk region are 5.2 years younger than the employed population. The share of young people under 30 among the unemployed was 42.3%, which is 5.3 percentage points more than in 2012. Over the past year, the number of unemployed youth increased by 13.1%, including the number of unemployed men increased by 55.4%, and women decreased by 26%.

According to population surveys on employment problems, the distribution of the number of unemployed by education over a number of years is approximately the same - most of them have secondary (complete) general education - 34.3% (Table 6). Among them, women - 26.4% against 29.5% in 2011, men - 41.3% against 41.2%. The share of unemployed with higher professional education increased by 1.6 percentage points at the expense of women. The educational qualification of unemployed women is higher than that of men.

Table 6. Structure of the unemployed by education level (in%)

The emergence in 2011 and the preservation by 2013 of a group of unemployed people without basic education causes justified concern, which, taking into account the decrease in the availability of education in the region, will contribute to the deterioration of the potential for the reproduction of the skill composition of the labor force and a decrease in the level of human development.

This conclusion is confirmed by the data on the qualification structure of the unemployed in 2013. Of the total number of unemployed, 21.4% are persons who have no work experience. This group of unemployed is mainly formed by young people (by 60.6% - from 20 to 24 years old), which creates conditions for “leaving” the informal employment sector.

By occupation among the unemployed with work experience, the most numerous group (15.4%) are workers in the service sector, housing and communal services, trade and related activities. The share of skilled workers accounts for 24.3% of the unemployed, unskilled workers - 22.8%, specialists of the highest and average qualifications - 15.5%. Among the unemployed who had work experience, the number of people who lost their jobs due to layoffs, layoffs or liquidation of an enterprise in 2012 was 21.1%, the number of people who quit voluntarily was 30.3%. Among the unemployed, laid off in connection with layoffs, layoffs, liquidation of an enterprise, their own business, the largest proportion (45.8%) are persons aged 30-49, among those who quit voluntarily - 59.3% are unemployed of the same age categories .

Despite the decline in the unemployment rate, the population's anxious sentiments persist and have recently intensified - according to the survey results, unemployment ranked second among the problems after inflation and rising prices.

The imbalance in the labor market has an adverse effect on the dynamics of labor productivity in the regional economy - the index value fluctuates from the maximum in 2007 (109.4%) to the minimum in 2009 (97.3%), with a decrease in 2012 to 102% , which is also an indirect characteristic of the level of human development.

According to the forecast of Rosstat, in the Ulyanovsk region by 2021 the population under the working age will be 193 thousand people. - 3.4% more than in fact at the beginning of 2013, which means an improvement in the conditions for the quantitative reproduction of labor resources, but requires taking measures to develop their potential.

The working-age population will decrease by 16% by 2021, which, taking into account the above-mentioned trends of an increase in the average age of the most qualified part of workers and a decrease in the qualification level of the younger ones due to the decreasing availability of education, will most likely lead to a decrease in the quality of labor resources.

At the same time, the number and proportion of the population over working age will increase by 16% by 2021. The total demographic load will be 873 people per 1000 able-bodied people, which is 30% more than the actual value at the beginning of 2013.

Based on the above, the following trends in labor force and employment can be predicted:

• ? the growing shortage of labor resources, associated with demographic trends (“demographic contraction” of the labor market) will continue;
• ? the process of aging of labor resources and reduction of the share of youth will continue;
• ? the aging of the most qualified part of the labor force will continue;
• ? the level of education of the employed population tends to grow, but in the coming years this should not be expected among working youth;
• ? employed women have a higher educational qualification, which will remain in the future;
• ? employment of men is higher at young age, women - at older age;
• ? the decline in employment in the secondary manufacturing sector will continue;
• ? further growth of the tertiary services sector is expected, which creates favorable conditions for the formation of a "post-industrial" economy;
• ? maintaining at the same level the total share of the employed in the two most important social spheres - education, health care and the provision of social services does not contribute to the development of the human potential of the region;
• ? reduction in employment in manufacturing, education and health care creates conditions for the development of “informal” employment;
• ? the redistribution of employment takes place in favor of smaller organizations with low labor productivity and households, which determine the informal employment sector;
• ? the proportion of unemployed with higher education is increasing;
• ? among the unemployed, laid off in connection with the release, layoffs, liquidation of the enterprise, as well as at their own request, more than half are persons aged 30-49 years, maintaining this level worsens the age structure of the potential of labor resources;
• ? one fifth of the unemployed (mainly young people) are persons with no work experience, their share will grow, which reduces the quality of the potential of labor resources and human capital.

Thus, with a decrease in the rate of depopulation, a decrease in the size of the able-bodied population with a simultaneous increase in the demographic load is accompanied by the aging of the most qualified part, which characterizes a decrease in the quality of the population and the level of human development. Analysis of the sectoral, gender, age and educational structures of the employed population of the region, the "rejuvenation" of unemployment indicate an imbalance in the demand and supply of labor in the labor market according to these parameters, on the emerging trend in the development of informal employment, which will limit the possibilities of innovative development and growth of labor productivity in the regional economy ... At the same time, the decline in the availability of education and low motivation, especially among young people, reduce the quality of the region's human potential.

Sources

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• 4. Human development: a new dimension of socio-economic progress. Uch. pos. under total. ed. prof. V.P. Kolesov. - M .: Human Rights, 2008.
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Currently, at domestic enterprises, an increasingly important place in production and economic activities is occupied by issues related to human resource management. Each worker acts as a central figure in any production process, unites all other factors of production into a single whole and gives impetus to the functioning of the means and objects of labor. In this regard, the formation of new and development of existing abilities, determined on the basis of an analysis of their relevance in the interests of the organization and the person himself, should become the basis for managing the development of the potential of human resources.

The main goal of in-house human resource potential management is to achieve success through its effective use. The formation and use of the potential of human resources in an organization is determined by how the competence of the organization's employees is increased and how it is used to increase the competitiveness of the organization as a whole. The competence of employees is increased through their education, training, and the formation of an appropriate corporate culture.

The essence of human resource management comes down to two types - strategic and operational. That is, to the formation of such a person's productive abilities that would most fully meet the requirements for the quality of work at a particular workplace, to create such social, economic and production conditions under which the maximum use of human resources would take place. Strategic management of human resources potential is considered as a set of methods of long-term impact aimed at improving the capabilities, abilities, skills of employees and creating conditions for their self-development. The aggregate level of human potential of an organization is not calculated as the sum of the potential of individual employees, measured at the individual level, but includes the quality of interaction, that is, the social potential of the organization.

In modern conditions, every organization or firm is constantly experiencing tangible effects of the external environment. Rapid and sometimes unpredictable changes in the external environment force every enterprise to quickly adapt to constantly changing conditions. Adaptation, adaptability have become vital properties of any organization. The development of flexibility, adaptability and self-learning is becoming one of the leading principles for the formation of the human potential of organizations. The flexibility, adaptability of companies, their self-learning become factors that determine the degree of their innovativeness. Adaptability as the most important property of the organization is ensured by purposeful education and training of employees, the inclusion of introspection in the process of activity.

An important feature of the formation of human potential is the active use of information technologies, global information systems. The performance of any commercial organization is highly dependent on the use of information technology to improve the efficiency of operations and decisions. Computers, information systems, communication systems have a significant impact on increasing the competitiveness of organizations.

Over the past 20 years, effective organizations have mastered a huge arsenal of tools and methods of working with personnel, giving preference to the system of long-term development of the employee's potential, the formation of the structure and organizational culture of the organization that meet modern requirements. Among these tools are not only the encouragement of creativity, the expression of new ideas, the submission of proposals to ensure their implementation. Also, the decisive factor in the competitive struggle in the field of innovations is not so much the development of a new idea as its effective implementation. In order for the author or authors of an idea to take up its implementation with enthusiasm, their support is required. That is why a number of successful companies have special programs to support and encourage experiments and experimenters. Everyone who has expressed a new idea or developed a particular project, under certain conditions, is supported by the administration. This support may include finance, consulting, procurement, production space, working hours of other employees, equipment, raw materials and parts. Those. to realize the potential of the organization's human resources, appropriate prerequisites are needed, expressed in motivating people to use their potential. Motivating an employee means providing an opportunity to realize the accumulated experience, professional skills and life values, working for the benefit of the company. Remuneration for work should correspond to the contribution of the employee, in addition, it is necessary to maintain an appropriate balance between material and non-material remuneration. In the opposite case, he loses interest in work, his activities will soon become negative for the enterprise. human resource potential

Another element of human resource potential is the motivating vision of employees of an organization or enterprise. A vision is a complex of ideas of employees of an organization (enterprise) about what this organization (enterprise) should become in the future. Creating a vision is more important than forming traditional plans. Not only mind, but also emotions are involved in creating a vision. In this regard, the elements of the organization's culture are primarily involved in the formation of the vision. Vision has a powerful stimulating effect. A figurative idea of \u200b\u200bwhere this or that enterprise is heading helps everyone to independently set goals for themselves, joint with a common desire. In fact, a vision is a project of the future state that motivates people to independent creative actions. A vision is not just a project, a plan, but rather an image of the future, in which not only the mind, intellect, but also the feelings of the company's employees are invested. In addition, it is not only an image created by the administration, but also an image shared by members of the organization (employees of the enterprise).

The practical implementation of any conceptual model of human resource development management should take into account the specifics of a particular organization. At the same time, it seems advisable to highlight some universal features (principles) that distinguish the concept of human resource development management in modern conditions:

• a) the interpretation of people as a valuable resource of the organization in need of development;
• b) strategic orientation, expressed in the combination of goals and policies in the field of human resource management with the mission and strategy of the organization;
• c) the formation of the culture of the organization, which is the basic element of the development and effective implementation of human resources;
• d) creating conditions for the participation of employees in the development of the organization, decentralizing personnel decisions by transferring more rights to subordinate managers.