The labor market for young professionals. What the labor market offers young professionals

conditions of the global crisis

The situation that has developed in the Russian youth labor market in recent years is quite tense and is characterized by a downward trend. The scale of registered and hidden unemployment among young people is growing, and its duration is increasing. Fight for survival Russian enterprises leads to tougher conditions for young people to enter the labor market. Meanwhile, the opportunities of young people are already limited due to their lower competitiveness compared to other categories of the population.

Russian official statistics classify youth as persons between the ages of 16 and 29 - all the main indicators of the youth labor market are focused on the specified age interval. But it is obvious that the age group of 16-29 years old is heterogeneous in terms of lifestyle, level of education, and life attitudes. It clearly distinguishes three different categories: from 16 to 18 years old, from 18 to 25 years old and from 25 to 29 years old.

The behavior of young people in the labor market has certain specifics. This must be taken into account when developing an employment policy, since young people are a fairly pronounced “risk group” due to the oversaturation of the labor market with other, more competitive categories of the population. Public policy promotion of youth employment can and should be carried out through special state programs, such as "Youth of Russia", "Adaptation of youth entering the labor market", "Subsidizing youth employment".

The state budget deficit and the fatal shortage of money for social sphere have long been a common occurrence. However, in some regions, within the framework of these programs, some positive experience has already been accumulated in solving the problems of youth employment through the use of various forms of employment that do not require excessive funding. At the same time, it should be taken into account that the formation of the Russian labor market is characterized by regionalization, territorial differences in the set and severity of problems. This gives rise to a variety of approaches to their solution, as well as to the financing of programs. What is good, for example, for Moscow, may not be suitable for other regions of the country at all.

One of the ways to solve the problem that has arisen around youth unemployment is the emergence of new forms of employment.

It is known that the labor market of young professionals is very "shy" and sensitive to negative trends in the economy. In a crisis, few people want to hire anyone at all, and even more so young specialists who still need to be trained. And there is no one to teach them - a large number of staff are fired, and those who remain are working for two or even three laid-off employees. Work for students and young people is now a very vulnerable place, the position of which is changing from day to day, and not for the better.

It is necessary to understand and analyze what is happening with the labor market of young professionals.

The global financial crisis has greatly affected the labor market, and the labor market of young professionals has had an extremely negative impact and continues to influence.

The first signs of an impending storm in the personnel market began to be recorded as early as May 2008. Then it began to deform for the worse personnel policy in relation to young people among the major players in this market. Some companies have begun to recruit young staff, more declared than real. Basically, the staff was recruited in words, while the declared quotas were clearly not chosen. There were also cuts in recruitment budgets for the second half of 2008. The expenses of companies on advertising and image projects in the labor market of young specialists have decreased.

The worst thing is that the crisis continues to influence, and the depth of this negative influence is only growing - i.e. as of the end of 2008, the youth labor market had not yet reached the “bottom”. Thus, the fall in the market will continue until March-April 2009. Then there will be a long-awaited "bottom". And already in May-July 2009, the market will "dig" lower, in connection with which, graduates of 2009 will have a very difficult time. The first signs of the start of a steady recovery in demand for young people in the market are not expected until September-October 2009 at the earliest.

It is difficult to predict that there will be no work for students and youth at all. There will be work, and no one has canceled vacancies. It is possible that some internships for students will remain, with the exception of advanced training courses and staff training - employers will not bear these costs. Currently, entrepreneurs partially close offices, reduce staff, transfer part of employees to other positions, limit the working day, some firms dismiss part of the staff on low-paid vacations. But workflows and tasks remain. It's just that what companies used to do with "expensive" employees, they now do with the hands of cheaper interns, assistants and interns. Just from among the "cheap" youth. Thus, we can say that employers are hiring young professionals. The only question is, under what conditions? As a rule, these are extremely shaky, disenfranchised conditions - with less than what young people would like, wages, irregular working hours, without properly formalized employment contracts.

Thus, there are still free vacancies in the labor market for young professionals, but basically not the ones that we would like and that employers offer.

On this wave, students also changed their priorities in relation to work. A survey of students and graduates in 2007 showed that 35% in work are only interested in the level wages- i.e. it dominated when choosing a vacancy and work in a particular company. The brand of the employer and its reliability did not particularly worry the students at that time. It was always possible to leave and continue career growth (which was announced by 29% of respondents) in a competing company or in a related field.

Diagram 2.1.

Now the situation is somewhat different. Moving from company to company is very difficult. Therefore, the proportion of those for whom the stability and reliability of the employer has become the dominant factor in their work has grown significantly. At the same time, a survey conducted in September 2008 also confirmed that the requirements for the level of salary remained at a high level, the same 36% of young applicants want to idolize it.

labor market employment unemployment tourism

Diagram 2.2.

Due to the crisis, the number of vacancies has decreased by almost 4 times.

Table 2.1. Number of vacancies and resumes from May to November 2008

The indicator is calculated as the ratio of the number of resumes to the number of vacancies. If the ratio is greater than 1, then the supply of the resume exceeds the demand. If the ratio is less than 1, then demand (number of vacancies) exceeds supply (number of resumes).

The need for students has not disappeared, there are vacancies. But most employers are now unable to provide young employees with a 100 percent workload and salary. The employer does his best to reduce personnel costs, he manages with the old set. Some employees are subject to layoffs and pay cuts. About new sets, and even more so, young professionals without work experience are the last to think about. As for wages, they also dropped sharply. This has affected almost all professional industries. Except, perhaps, sales. This is the only area in which there has not yet been any increase or decrease in wages, both on the part of job seekers and employers.

More than 50,000 resumes and vacancies were analyzed.

Table 2.2. Salary expectations of applicants in November 2008 compared to May 2008

As can be seen from the table, young job seekers have also responded to the crisis by lowering their wage requirements.

Table 2.3. Salary expectations of employers in November 2008 compared to May 2008

Employers reduced the level of offered income even more - by an average of 20%. This was especially acute in the areas of marketing, finance and administrative personnel.

As for the demand for young professionals in various industries, the crisis has practically not affected it.

Diagram 2.3 Distribution of vacancies by industry (05.2008)

Diagram 2.4. Distribution of vacancies by industry (11.2008)

The most demanded specialists are still sales managers, administrative staff and IT-specialists. In November, compared to May, the demand for HR specialists decreased. The demand for marketers, builders, lawyers remained unchanged. The number of vacancies in the manufacturing sector decreased by 4%.

For calculation expert assessments we will assign the following rank coefficients to the answers of the respondents (Table 8.1).

Table 8.1. Rank assessments of respondents' answer options

It is advisable to calculate the level of demand according to our empirical formula (11.1):

Where: U- The level of demand for young

specialists;

a d

a 2- Frequency of answer choice 1 (%);

a 3- Frequency of answer choice 1 (%);

a 4- Frequency of answer choice 1 (%);

a 5- Frequency of answer choice 1 (%);

R t- Rank of i-answer option (-2

The level of demand for young specialists by type of activity has the following values ​​(Table 8.2 and Fig. 8.1).

Table 8.3. The level of demand for young professionalsby scale of activity __

by type of activity

Table 8.2. The level of demand for young professionals

Rice. 8.1.

The level of demand for young specialists in terms of the scale of activity is presented in Table. 8.3 and in figure 8.2.

Rice. 8.2.

The data of tables 8.2, 8.3 and fig. 8.1, 8.2 clearly show that the level of demand for young professionals in the labor market of the city of Moscow is relatively low. The greatest interest in their involvement in labor activity is experienced by institutions from the sphere of “Public Service” and, partly, “Medicine and Healthcare”.

In terms of the scope of respondents' activities, a relatively high level of interest in the employment of young specialists is experienced by respondents from the category "Other", where respondents from the areas of activity "Public Service" and "Medicine and Health Care" were mainly classified.

The most difficult for the employment of young professionals is such an activity as the category "Other" and "Science and education".

According to the scale of activity of the respondents, this is “Medium and large business”.

According to the forecasts of the former Department of Labor and Employment of the City of Moscow, the need for specialists is constantly growing (Table 8.4). However, it is sometimes very difficult for a young specialist to get a job.

Table 8.4. Forecast of the needs of the city of Moscow in specialists of various levels and areas of education for the period up to 2020

of the year _

		Forecast (people)
Higher professional education (HPE)
	Physical and mathematical
	Natural Sciences
	Humanitarian sciences
	Social sciencies
	Education and Pedagogy
	healthcare
	Culture and art
	Economics and Management
	Information Security
	Service sector
	Agriculture and fisheries
	Geodesy and land management
	Geology, exploration and development of minerals
	Weapons and weapons systems
	Marine technology
	Vehicles

Level of education and OKSO code	Enlarged groups of specialties	Forecast (people)
	Instrumentation and optotechnics
	Automation and control
	Chemical and biotechnology
	Architecture and construction
Secondary vocational education (SVE)
	Physical and mathematical
	Natural Sciences
	Humanitarian sciences
	Social sciencies
	Education and Pedagogy
	healthcare
	Culture and art
	Economics and Management
	Information Security
	Service sector
	Agriculture and fisheries
	Geodesy and land management
	Energy, power engineering and electrical engineering

Level of education and OKCO code	Enlarged groups of specialties	Forecast (people)
	Metallurgy, mechanical engineering and material processing
	Aviation and rocket and space technique
	Weapons and weapons systems
	Marine technology
	Vehicles
	Instrumentation and optotechnics
	Electronic engineering, radio engineering and communication
	Automation and control
	Informatics and Computer Engineering
	Chemical and biotechnology
	Reproduction and processing of forest resources
	Technology of food products and consumer products
	Architecture and construction
	Life safety, environmental management and environmental protection

One of the main problems of youth employment is the discrepancy between requests and professional skills. Graduates prefer office professions to working specialties, while their level of expectations is clearly too high. In addition to high salaries, they place high demands on comfortable living conditions. So, according to our data obtained on the basis of surveys of students of the Federal State Budgetary Educational Institution of Higher Education "Russian University of Economics. G.V. Plekhanov” more than half of the young people who came to study in Moscow from small towns and villages do not want to go back. Even for a well-paid job in the place of his birth. For the majority of graduates, it is more important to live in the city; for them, the leisure component is more attractive than a high salary. In addition, graduates are poorly oriented in the labor market, yesterday's students do not know how to properly present themselves to employers, whose requirements are growing every year.

Surveys of students of the Russian University of Economics G.V. Plekhanov showed other "curious" results:

47.5% of the students surveyed highly appreciate the possibility of employment in their specialty;

at the same time, more than 50% of them consider the education received at the university to be inconsistent with the demands of the labor market, or found it difficult to answer the question;

^ graduates began to more adequately assess the level of salary for which they can apply. The main part of the students determines the desired salary in the initial period in the range of 25,000-30,000 rubles;

the main problem hindering employment in their specialty, students consider lack of experience and experience, this was stated by 80% of respondents;

S the level of labor mobility of graduates is low, they are not ready to move to remote rural areas, even if there are vacancies in the specialty;

some graduates are quite passive in finding employment, do not make any effort to find a job on their own and rely on the help of the university or specialized structures;

at most enterprises in the city of Moscow there is no concept of "young specialist": the same requirements and norms for hiring apply to graduates as to other candidates for a vacant position;

the presence of socio-psychological problems among graduates: unpreparedness of young people for the work schedule, orientation towards the office nature of work, inability to work in a team, infantilism, excessive ambition and, at the same time, self-doubt. In this connection, according to employers, university education should be more practice-oriented.

At most enterprises of the city, there are signs of a shortage of personnel; in the labor market, the competition of workers for getting a job is replaced by the competition of employers for a workforce that meets the requirements. At the same time, employers themselves, speaking on this issue, often note that the level of training in educational institutions does not always suit them. Claims are also expressed against the range of specialists trained by educational institutions. In this connection, many graduates today are forced to work in other than their specialties.

However, we note that, in our opinion, today enterprises are faced with the problem of personnel shortages, not because of a shortage of specialists, but because today only a very small part of companies are pursuing a conscious policy of forming a personnel reserve. It is necessary to predict the needs of your enterprise, correctly assess the existing potential and opportunities for its development, invest in the training of specialists, based on strategic goals.

With the introduction of new technologies, the requirements not only for professional, but also for the psychological, social and personal readiness of personnel are increasing. Therefore, one of the most significant problems of the labor market, of course, can be considered the problem of structural imbalance. Among the reasons that do not allow to ensure the effectiveness of the employment of graduates of institutions vocational education: lack of mechanisms that ensure the relationship between the labor market and the market educational services;

low interest of institutions of the vocational education system in the employment of graduates, the organization of career guidance work with applicants and students, monitoring changes in the requirements for qualifications of specialists in the labor market, the capacity and development of the market itself for specific professions and specialties of workers;

the personnel policy of the majority Russian organizations, focused more on achieving current results, rather than on long-term development;

the majority of graduates lack the necessary skills of self-determination in the labor market, development of a labor career, negotiating with employers on employment issues;

S overestimated self-assessment of their professional qualification level among a significant part of graduates of vocational education institutions.

The more successfully the characteristics (competences) of the effectiveness of the employment of graduates are formed, the more successfully they will be in demand by employers and employed. At the same time, the labor market determines and changes the criteria vocational training in accordance with the pace of development of science and economy. In this context, there is a need to develop a list of criteria for assessing the competitiveness of a young specialist that meets the prospective requirements of the labor market, which determines the effectiveness of the graduate's employment.

It seems that many of the problems and mistakes in the employment of young specialists in the labor market of the city of Moscow can be avoided through a set of the following measures.

S development of a career guidance system for the younger generation, starting from school. Both graduates and students of universities, as well as teachers, specialists of university employment agencies, ESC employees and employers can help in this.

introduction of a system of social and professional adaptation of students. Not only the school needs to help graduates to realize their opportunities in choosing a profession, but also professional educational institutions should be engaged in the social and professional adaptation of students, focusing on the real needs of the labor market. Today, assistance in the employment of graduates is an important activity of vocational education institutions, becoming one of the indicators of competitiveness and demand educational institutions. At a number of universities in educational process special classes are included on the issues of job search technology, successful adaptation of graduates in the labor market, master classes are held on job search technologies. Elective courses "Skills for effective job search" and employment workshops have been introduced, seminars-trainings on the formation of self-presentation skills.

formation of a monitoring system for the labor market and the educational services market, constant analysis of the correspondence between supply and demand work force by profile and skill level in the context of specialties (professions), industries, municipalities of the region, as well as an analysis of the reasons for the imbalance of supply and demand in the labor market and the reasons for the non-employment of graduates in their specialty. Monitoring the problems of employment of young professionals and other participants this process, taking into account their needs and interests today should act as a socio-cultural norm for designing the educational process in a higher educational institution.

In our opinion, the indicator “the level of employment of university graduates” should today become one of the main criteria for the effectiveness of the functioning of not only the higher education system itself, but also the labor market and the economy as a whole, while largely depending on the productivity of the very process of preparing and adapting graduates universities to enter the labor market.

At present, the assessment of the professional training of a graduate by an employer is considered as a factor influencing his employment. However, depending on the nature of the work, each enterprise and organization sets its own selection requirements. At the same time, completed higher education is perceived as a minimum basis for employment and a kind of guarantee of a cultural level.

Today, the labor market needs qualification competencies that do not depend on a specific labor process. The requirements “ability to learn”, “ability to generate ideas and self-development”, “presence of an analytical mindset” and personal qualities of applicants are becoming increasingly important, which increase employment opportunities, facilitates vertical and horizontal mobility workers both in the labor market and in the labor sphere.

Considering the requirements of the labor market for young professionals and the proposals from the side of education, it should be recognized that education lags behind the requirements of employers. Therefore, among actual problems facing education, the problem of training young professionals who are able to competently navigate and achieve life success in new market conditions. However, to solve the problem of interaction between the labor market and the market of educational services without taking into account the interests of the direct consumer of educational services, which has its own goals, objectives, motivation regarding the development of a profession and the choice of a sphere labor activity, impossible.

An analysis of domestic experience shows that a significant number of graduates experience serious difficulties in the transition from study to work, find themselves employed in unskilled jobs or remain unemployed. Currently, individual functions of monitoring the employment of university graduates are carried out by all educational institutions of the city of Moscow, while each university has established and operates Employment Centers or Career Centers, holds job fairs, meetings with employers.

Of great importance for the employment of young specialists would be the development of a system for forecasting the qualitative and quantitative needs of the region's economy in specialists, taking into account the level and profile of training, and the territorial specifics of the economy. This would allow the vocational education system of the city of Moscow to produce competitive and demanded specialists on the labor market with the necessary qualifications, competencies and level of education.

• See http://trud.mos.ru/statistika_i_analitika/prognozirovanie/prognoz_sostoyaniya/

Career information. en Right off the bat! career. ru is the leading Internet portal for young professionals seeking to build a career. On Career. ru more than 18,000 current vacancies and more than 1,000 internship offers for students and graduates are available. career. ru - laureate of the "Runet Prize 2009" in the nomination "State and Society" . Attendance Career. ru - more than 1.8 million unique users per month. The site is owned by Head. hunter. 2

Information about the speaker Irina Svyatitskaya Head of the youth direction Head. Hunter, founder of Grant Career. en" e-mail: [email protected] Common crawl en In internet marketing for more than 5 years. Worked as a development manager for 5 ballov. ru, brand manager of the online version of the women's glossy magazine. And also on TV channels "First", NTV, radio Mayak, etc. Since 2009, he has been working at Head. hunter. Came to the position of Career Brand Manager. Common crawl en In 2010, she founded the annual competition “Grant Career. ru" . Since September 2011 he has been in charge of the youth direction of Head. Hunter and the Career website. ru. 3

Information about the study The study was prepared on the basis of data from the database of resumes and vacancies on the career website. ru and hh. ru Time of the study: September 2013 Region: Moscow Period analyzed: January 1, 2008 – August 31, 2013 4

Share of vacancies for students and young professionals of the total number of vacancies in the market (in %, 2008 -2013) 9% 8% 5% 4% 3% 2% 2008 2009 2010 2011 2012 H1 2013 7

Structure of demand by type of employment for 88% of students and young professionals (in %, H1 2013) 7% Full employment 3% Internship 2% 0% Volunteering 8

Employment and job seeker activity in the field of "Starting a career, students" Rating of the top 20 inquiries of employers, January-August 2013 (in % of the total number Rating of the top 20 inquiries of applicants, January-August 2013 (in % of the total number requests) sales manager 4. 5% sales assistant trainee engineer 3. 2% secretary 2. 1% call center operator 1. 2% courier 0. 9% young specialist 0. 8% 8. 3% sales consultant 5 .7% sales manager 1. 0% sales manager... 8. 4% 5. 5% administrator Correlation 14% 4. 9% analyst 4. 9% economist 4. 9% specialist 4. 7% trainee 0 5% consultant 0.5% engineer 0.4% lawyer 3.7% analyst 0.4% secretary 3.6% bank specialist 0.3% account manager 3.4% legal assistant 4.2% courier cashier 0. 3% waiter 0. 3% accountant 0. 3% assistant accountant sales representative 0. 3% HR manager 1. 9% assistant accountant 0. 2% programmer 1. 8% office manager 0. 2% System Administrator 1. 6% economist 0. 2% assistant manager 1. 6% assistant, assistant 0. 2% sales representative 2. 5% 2. 1% 1. 4% 9

Basic requirements for graduates What are the main requirements for graduates when applying for a job in your company? Personal qualities 85% Good knowledge of working with a PC 49% Applied knowledge, experience 42% Broad outlook, knowledge in various fields 39% Excellent theoretical knowledge in their field 37% Knowledge of specialized programs in the profession 32% Availability of internships in the specialty 21% Knowledge foreign language 20% Education in the country's leading university 12% Honors diploma 6% Teachers' recommendations 6% 10

The main reasons why graduates are rejected What is the main reason why graduates are denied employment in your company? High salary expectations 71% Non-compliance corporate culture(inconsistency of character, style, etc., adopted in the company) 42% Lack of required theoretical knowledge 28% Lack of work experience Other 13% 8% 11

Elevator to the Future Project "Elevator to the Future" to attract and support talented young people (schoolchildren in grades 7-11 and students) Today (October 2012), the project partners are more than 20 large companies with a total of over 200,000 employees. HR directors, as well as key managers, become the guides and main agents of the project in these companies. As of today, the project involves: more than 50 HR directors of companies that are part of AFK Sistema; 157 top and middle managers, 117 of whom work for Sistema and its subsidiaries. more than 30,000 schoolchildren and students are involved in the project 13

Leaders STUDENT PROJECT «LEADERS» . Management Leadership Cup The goal of the project is to educate a new generation of business leaders, prepare senior students for work and career building in the country's largest financial institutions, as well as acquire practical skills in solving relevant business cases. The winner was a team from the Institute of Economics and Finance of Kazan Federal University. Each of the participants of the winning team was awarded a bank card "Bank in your pocket" with 10,000 rubles in the account. 15

Growth from within 3 gaming applications were developed in social network Facebook, for P&G page members. Each application is part of the whole concept - "Be part of the history of P&G" . The First Online P&G Job Fair in Eastern Europe was launched as part of a regional trade show, in which individuals could interact live with company representatives from the comfort of their homes and learn about career opportunities. An Eastern European Online Case Study was held, which allows participants to practice on real business problems and get detailed information about the work of each P&G department. In the aggregate of the above programs, we covered more than 26,000 representatives target audience, more than 7,500 people took part in online initiatives and candidates spent more than 3,000 hours on the company's recruiting website. 16

Jump Summer internship program of the Petro factory During the internship, interns receive additional professional knowledge by participating in trainings business games. In addition, the children participate in recreational activities aimed at team building (professional photo session, team building, meeting with participants of the program of previous years, graduation, etc.). At different stages of the program, interns are awarded certificates of completion of professional trainings, master classes and internships in the company, which is valued by employers in the labor market. http://www. jump-jti. ru/ Over the past 3 years, 60 students from various Russian universities have been trained at the factory. They implemented 6 group and 60 individual projects, 11 trainees continued to work in the company. 17

What Career does. en in addition to posting vacancies for young professionals? Labor market research Participation in events Office tours Webinars Articles "Career start" . Nomination within the "HR Brand Award" http: //career. ru/start Career text http: //career. ru/pulemetov Grant Career. ru http: //grant. career. ru/ and much more) 18

What is Career Grant. ru" ? Grant Career. Common crawl en An annual competition organized by the leading youth job site Career. ru. Thousands of students and yesterday's graduates compete for prizes - educational programs in Russian and foreign educational institutions. Mission To identify "stars" among students and help them improve their skills. All prizes are educational. History On October 1, 2013, the 4th annual competition “Grant Career. ru" . 15,000 participants are planned. Number of participants last year - 13,899 Participating cities: Moscow; Saint Petersburg; Kazan; Ekaterinburg; Rostov-on-Don; Nizhny Novgorod; Krasnoyarsk; Samara; Novosibirsk; Ufa; Voronezh; Irkutsk; Krasnodar; Minsk; Saratov; Tomsk; Volgograd; Omsk; Vladivostok; Permian; Yaroslavl; Kaliningrad; Chelyabinsk; Petrozavodsk; Tyumen; Stavropol; Tula; Ulyanovsk; Cheboksary; Barnaul; Kursk; Bryansk; Ivanovo; Tver; Khabarovsk; Almaty; Belgorod; Ulan-Ude; Saransk; Lipetsk; Astrakhan; Izhevsk; Vladimir; Kaluga; Orenburg; Tolyatti; Pyatigorsk; Ryazan and many others. And also: Bishkek, Kiev, Astana, Shymkent, Tashkent, Vilnius, Berlin, Ashgabat, Brussels, Baku, Warsaw, Yerevan, London, Prague, Riga, Shanghai.

Prizes “Grant Career. en 2013» Free education for talented young professionals Grant. career. Common crawl en Two-week language study program in Cambridge from EF Four-week study program at INTO University of Gloucestershire from the British Council Training in public relations or international business protocol at the MGIMO School of Business and International Competences Training in public relations, personnel management or Mini MBA at the Russian Friendship University peoples training in high school brand management under the Mini MBA program Training at the Business School "Development of Interactive Communications" under the programs: team leader: development management, fundamental marketing, sales and accounting in a digital agency, PR and marketing on the Internet. A two-week master class in learning English from Mikhail Shestov Training at the Moscow School of Radio under the program “Radio Presenter. Main course » Education in the online high-tech school Skill. Factory on the course "Oracle Certified Associate, Java SE 7 Programmer" Subscription "PROpass to PROfession", from the company PROekt. PRO, giving the right to 6 career guidance tours and individual career counseling Annual subscription to seminars and master classes of the Profi-Career Business Development Center Books on self-development from the Mann, Ivanov and Ferber publishing house and other prizes

Speaking about the labor market, it should be noted that this market interacts with other markets that operate in national economy country, so it also carries disadvantages economic system country as a whole. The current situation in the Russian labor market is quite tense. The scale of registered and hidden unemployment is growing, and its duration is increasing. In January-February 2016 alone, unemployment increased by 0.3% (from 5.5% to 5.8%). This situation affects all groups of the working population, but most acutely - in the least protected layers. labor resources which include young people in general and young professionals in particular. Although young people in all countries of the world are considered vulnerable in the labor market, in Russia the outbreak of the crisis makes this phenomenon more acute.

According to Rostrud data for 2015, 30.5% of all Russian unemployed are young people under the age of 29. The need to analyze the situation of young people in the Russian labor market is determined by two important circumstances. Firstly, young people make up about 35% of the working-age population of Russia, and secondly, young specialists are the future of the country's economy, and its subsequent development depends on the starting conditions for their activities.

The characteristics of the market for young professionals differ significantly from the labor market of other groups of the population, both in terms of quantitative and qualitative parameters: high unemployment, low wages, high tension in the labor market in a large number of industries and regions. Currently, the following problems can be identified in the labor market of young professionals in Russia:

1. Imbalance of supply and demand in the labor market. This is due to the discrepancy between the profiles and volumes of training of specialists in certain specialties with the requirements and needs. modern market labor.

2. Rising unemployment, which is associated not only with the lack of vacancies, but also with the low level of wages offered.

3. Lack of necessary experience for potential employees.

4. Insufficient practical and often theoretical training and, consequently, qualifications of university graduates.

In order to find out how stable and comfortable entry-level specialists feel in the labor market, HeadHunter Research Service used a “well-being index”, which includes a survey on the following indicators: assessment of stability at the current job (there is a threat of dismissal); assessment of the difficulty of finding a job; assessment of the criticality of job searches; willingness to reduce salary claims; assessment of the chances of finding a job in the near future. The results of the study showed that the general trend of sentiment in the Russian labor market for young professionals at the end of 2015 remains negative, with a deterioration in sentiment in all indicators compared to 2014.

Most employers try to hire, first of all, experienced professionals with experience who already know all the intricacies of a particular profession. In addition, in their opinion, it is rather difficult for young professionals to quickly adapt to new conditions for them, namely to the working day, to the team and to the work process in general. Nevertheless, there are many companies in Russia that are ready to gladly hire specialists without experience, but in this case, most often the offered positions do not meet the expectations of applicants. If we talk about the share of vacancies for young professionals in Russian cities, then in Moscow in 2014, vacancies for young professionals accounted for a little more than 9% of the total demand in the region (or every 11th vacancy in the labor market in Moscow). In St. Petersburg, only every 14th vacancy was focused on a young specialist, in Rostov-on-Don and Samara - every 18th, in Yekaterinburg and Omsk - every 19th, in Novosibirsk and Perm, only every 22nd vacancy .

There are several reasons for this attitude towards young professionals: extra education university graduate and adaptation in the organization. young specialist must be taught the use of theory in practice, professional subtleties and norms of behavior required for performance labor functions. It is not economically profitable for an employer to hire an employee who is still at the stage of training at an educational institution. In this situation, you will have to periodically look for a replacement for the absent employee, and in some cases pay student leave young man who is learning. The employer is often not sure about the choice of such an employee, and this uncertainty is fully justified. Having worked for a certain amount of time in a company, an employee, having gained experience, can easily leave for a more promising and highly paid job, thereby creating another "headache" regarding the search for a new specialist. It is no coincidence that people who have worked in the company for less than a year are most often fired.

But we can highlight the positive characteristics of young professionals, namely:

1. Sincere desire to work and great diligence. Young specialists, having entered their first job, try to prove themselves as quickly as possible. They make a lot of efforts to do their job as efficiently and quickly as possible, which cannot be said about some employees with great experience and work experience.

2. Non-standard thinking of graduates: young people are characterized not only by ambition, but also by creative approaches to their work - they are able to bring a lot of new things to the work of the company, which can significantly affect its development.

3. Possibility to set low wages for this category of workers. Many young specialists are well aware that at the beginning of their career no one will pay them much, they are ready to accept any job just to gain the necessary experience.

4. When experience is added to theoretical training, an excellent worker can come out of a beginner. Sometimes there is even a chance to bring up a like-minded person and a follower focused specifically on this company, familiar with its specifics and corporate culture.

Among the requirements for young professionals, employers indicate that the candidate for the position has the following knowledge and skills: competent speech, PC knowledge; ability to analyze, work with a large array of data. This list may vary and be supplemented depending on the professional field, but the most important thing is that young professionals must know the range of issues that they have to solve and be able to qualify enough to fulfill them. According to employers, a young specialist should also have the following qualities in his character: stress resistance, active life position, focus on results, efficiency, quick adaptation, initiative, responsibility, confidence and self-organization.

This study of the labor market of young specialists also includes a study of the structure of their demand by branches and spheres of the country's national economy. So in Novosibirsk, most of the vacancies in 2014 in the Career Start/Students area were posted in the Sales, Administrative Staff and IT, Internet, Multimedia specializations - about 52% of the total number of vacancies posted in this area . And the leader was "Sales" - 29.4% of vacancies from the total demand. A similar picture of demand is observed in other large cities of Russia: Moscow, Yekaterinburg, Rostov, etc. Also in the top popular specializations are the categories "Administrative personnel", "Consulting", "IT, Internet, Multimedia" and the banking sector. These areas are popular due to the fact that they are available by qualification mainly to young, energetic specialists with little work experience, and do not require serious professional training at the initial stage. Least of all vacancies were posted in such specializations as Raw Materials Extraction, Lawyers and Medicine, Pharmaceutics, as these areas require high level education, seniority and work experience.

The problems under consideration in the labor market of young professionals require legislative and other measures both in the national economy as a whole and in the field of education: by adapting the education system to the needs of large and medium-sized enterprises-employers. For this, it is necessary to consider the issue of joint work of educational institutions and employers in the preparation of new standards for vocational education.

In turn, students should not remain aloof from this issue, they should have a greater desire to acquire and improve quality knowledge and skills in the professional field. Young people should be conscious in their choice of future profession The school should also contribute to this solution of the problem.

Bibliography

1. Khabarov V.I., Khabarova O.G. A modern view of human resource management in a branch university from the standpoint of knowledge management. - Collection scientific articles based on the results of the International scientific and practical conference: Institutions and mechanisms of innovative development in the economy, project management December 27-28, 2013 in St. Petersburg. - St. Petersburg: Publishing House "KultInformPress", 2013. - p. 151-152.

2. Khabarova O.G., Khabarova K.V. The influence of the transport factor on the efficiency of the use of labor resources in a large settlement. – Collection of scientific articles based on the results of the International scientific and practical conference February 13-14, 2015, St. Petersburg. - St. Petersburg: Publishing House "KultInformPress", 2015. - p. 189-191.

3. Khabarova O.G. Human Resources Management: Guidelines. Novosibirsk: Publishing House of SGUPSa, 2011 -20p.

4. Economics of labor resources: Textbook for universities. Ed. P.E. Shlendera.- M .: Vuzovsky textbook, 2011 - 302 p.

1 Study contains:

· General dynamics of the labor market for young professionals;

structure of demand for specialists in professional areas;

The structure of demand for specialists by type of education;

analysis of the salaries of the most popular professions in the field under study;

· analysis of the scarcity of the most demanded professions in the studied area;

a portrait of a young applicant;

· Analysis of the concept of "successful career" for a young specialist.

Main conclusions:

The most demanded among young specialists is economic education;

The most mentioned university is Moscow State University. Lomonosov and MSTU im. N. E. Bauman;

· the level of salaries in the studied area is most sensitive to changes in the economy. For example, the salary of a department assistant in the 1st quarter of 2008 amounted to almost 33 thousand rubles, in the 1st quarter of 2009 - about 28 thousand rubles, and in the 1st quarter of 2010 - only 26 thousand rubles. At present, the income of this specialist has grown slightly and has almost reached 30 thousand rubles.

· Junior programmers are the most scarce for the employer. There are about 1-2 people per vacancy;

· PR-manager, photographer and designer - the most fashionable professions, according to students;

Most students in 5 years see themselves as specialists in one of the large companies;

Comfortable working conditions and material wealth are the main synonyms " successful career";

students consider part-time jobs and good studies to be the main way to build a successful career;

· For the sake of a successful career, students are ready to sacrifice only their free time.

32. The concept of labor mobility

The degree of readiness of workers to move from one region of the country to another, to change one type of occupation for another

Transition to market economy made its own adjustments and aggravated the processes taking place in the public life of the country. The social structure is not frozen; various movements are constantly taking place in it, indicating the mobility of society. Mobility is primarily due to the needs of the economy in labor of a certain content and place of application, as well as the ability and readiness of the individual to change in the essential characteristics of labor.

social mobility- the concept is broad and multi-level, which implies changes by an individual or social group place occupied in social structure society, professional affiliation and place of residence.

Mobility can be divided into two main types: socio-professional mobility, i.e. the process of change under the influence of various reasons for the content of labor activity, and territorial mobility, i.e. migration, which is based on the spatial movement of the able-bodied population. Socio-professional mobility is largely associated with staff turnover. The territorial mobility of the labor force and the degree of its intensity are determined by the influence of various factors, among which the following should be highlighted: those associated with awareness of job vacancies; related to qualifications and opportunities for adaptation in a new workplace; related to the position of the employee in the old workplace and the possibilities of improving it in the new one.

33. Territorial (geographical) labor force mobility

Territorial mobility, or migration, is the movement of the population (migrants) across the boundaries of a territory (country, region, etc.) associated with a change of residence and place of work. At present, the following classification of types of migration is widely used.

1. By sign spatial movement distinguish between internal and external migration. Internal migration population - the movement of migrants within the country from one administrative-territorial unit to another.

External (international) migration- the movement of migrants associated with crossing the state border. In this case, the subjects of migration are emigrants, i.e. persons traveling to another country for permanent or temporary residence, and immigrants- persons entering the country for permanent or temporary residence.

2. Depending on time of stay on the territory of another country, permanent, temporary and pendulum migration are distinguished. Permanent (long-term) migration represents an irrevocable migration. Temporary (short-term) migration connected with the current problems of migrants without change of citizenship and permanent residence.

pendulum migration- a type of migration, which is the movement of workers to their place of work from one region to another and back to their place of residence if the period of absence of a person at a permanent place of residence is less than one week.

3. By way of organization distinguish organized and spontaneous migration. Organized migration carried out with the help of state or public bodies or enterprises. Spontaneous (independent, or unorganized) migration carried out by the forces and means of the migrants themselves. From the standpoint of the norms of the current legislation adopted in the country, legal and illegal migration can be distinguished. Legal (legal) migration carried out within the law. Illegal (illegal) migration- this is migration carried out in violation of the law, not formalized with the appropriate documents. The subjects of illegal migration include foreigners entering the country (citizens leaving the country) in violation of established rules and trying to use its territory to enter third countries. In addition, this category includes persons arriving in the country to conduct illegal activities. professional activity, including those of an illegal nature, including arms and drug trafficking, and the transfer of labor force abroad.

4. According to the nature of the movement Distinguish between voluntary and forced migration. Voluntary migration carried out at the request of the migrant. Unlike her forced migration caused by reasons beyond the will of the migrant. For example, the reasons may be various conflicts (armed, interethnic), as well as the prevailing political and socio-economic conditions.

Modern migration processes in Russia are extremely multidirectional, but in the aggregate they negatively affect the national labor market. This is largely due to the lack of a well-thought-out migration policy. State measures to regulate migration are often disparate actions that are not united common goal and usually bearing a "fire" character. Russian state authorities today do not influence the formation of migration flows, and begin to interfere in the migration process, when mass migrations of people conflict with the actions of the state.

34. Balance of migration

Migration balance - the difference between the number of arrivals and departures is called migration gain, migration balance and net migration. If there is information on the natural increase (decrease) of the population and overall growth population (comparatively accurate information about it can be obtained only for the intercensal period), then the migration increase is found as the difference between the total and natural growth. In 1991-2000 the balance of external migration exceeded 3.3 million people, which compensated for approximately 45% natural loss. Subsequently, the importance of migration in the demographic dynamics of the country fell sharply. For two years of the new millennium (2001-2002), the migration balance amounted to 150 thousand people, i.e. was less than 7% of the natural decline in the population during this period. These data refer to the entire population: urban and rural. Separately, in urban and rural areas, demographic dynamics can change not only as a result of reproduction and migration of the population, but also as a result of the transformation of rural areas. settlements to urban (it was mainly in Soviet years) and urban to rural. In this case, it would be convenient to call the influence of migration and transformations of settlements on the dynamics of the population mechanical growth, a term that was widely used in statistical practice until recently.

Various types migrations include:

§ seasonal migration of tourists and agricultural workers;

§ migration from rural areas to cities, occurring in developing countries in the process of industrialization (urbanization);

§ migration from cities to the countryside, which is more common in developed countries (ruralization);

§ nomadism and pilgrimage, temporary and long-term, pendulum, border or transit

Form classification:

§ socially organized, unorganized

Reason classification:

§ economic, social, cultural, political, military

Classification by stages:

§ decision-making, territorial relocation, adaptation

35. Inter-company and intra-company labor mobility

Intercompany mobility- this is the movement of workers between industries, enterprises and within the enterprise, due to the development and placement productive forces, labor demand and supply.
In a perfectly competitive industry, the demand for labor is not simply the sum of the demand for individual firms. Included in this industry. An increase in the scale of employment with a decrease in the level of wages leads to an increase in aggregate output. The latter circumstance entails a decrease in the level of output prices, which was initially assumed by firms to be constant (fixed). The result will be. That employment will be excessive, the increase in employment ceases to be profitable business as presented above. Therefore, part of the workforce will be laid off.
Inter-company labor mobility, its scope and intensity, as well as the structure of labor mobility can be considered as indicators of the state and functioning of the internal labor markets of enterprises. In turn, information about the state of labor markets external to the firm affects the adoption, both by the firm and the individual, of decisions on hiring or firing, effective wage rates.
The relationship between inter- and intra-company labor mobility, the conjugation of the functioning of intra-company and "external" labor markets in relation to the firm, require consideration of the features of the functioning of intra-company labor markets, in particular, the identification of factors that determine the scale, intensity and direction of intra-company labor mobility, determining the types of labor movements , assessing the degree of influence of employee promotions on changes in wages.
The concept of intra-company labor markets has been developed since the early 1970s, when the attention of researchers in the field of labor economics was drawn to the existence of institutional structures that determine the features of employment policy within firms and indicate the existence of fundamental differences in the formation of labor prices within firms compared with external ones. labor markets.

Intrafirm labor markets are a system of organization labor relations in which the mechanism for setting wages and distributing labor resources is determined to a large extent by administrative rules and procedures.

The key characteristics of internal labor markets are: the long-term nature of the relationship between employers and employees; limited recruitment of new staff and protection from external labor markets; promotion based on performance and the opportunity to make a career within the company; the dependence of wages on a change in the intra-company status of an employee, caused by one or another type of movement in the intra-company hierarchy and accompanied by a change in workplace (position), in connection with which promotions are necessary in order to ensure a steady increase in wages; the importance of administrative policy in determining wages.

36. Costs and benefits of labor migration at the national and global levels

Like it or not, almost the entire history of mankind is the history of migration, including labor migration. This is understandable. Population and natural resources are unevenly distributed across the planet. Somewhere more than one, somewhere else. Over time, both human and natural resources tend to change quantitatively and qualitatively, in order to survive, there is a need to change the status quo. Some nations and states are getting stronger, others are weakening and losing the ability to control their territory. And then all existing agreements and state borders turn into easily overcome conventions.

This has been the case for many centuries. It seems that now humanity has learned to live more civilized, migration has become more peaceful, but this has not reduced the number of problems associated with it. I remember that in the early nineties, the most zealous supporters of the dissolution of the Soviet Union called out: it's time for Russia to live for itself, stop working for the interests of the national outskirts, now we'll split up, close national boundaries and we will exist almost as a mono-national state. How it ended, everyone knows. Sometimes you walk through a “mono-ethnic” city and forget where you are. Maybe in Bishkek, Dushanbe or the Caucasus? This is especially true for the capital and the Moscow region. Is it good or bad?

From point of view systems approach, migration is the mutual diffusion of two or more heterogeneous systems. Is it always harmful? This is where the analogy with the human body comes in. E. coli is also a foreign environment for him, but try to remove it entirely. What will happen? The death of a man. On the other hand, what happens if you introduce an obscene amount of, say, a dysenteric bacillus into the body? Severe illness or, again, death. Similarly with a social organism: it is one thing when useful or even necessary structures are poured into it, and completely different consequences from the invasion of aggressive alien elements.

Who should determine what is useful for society and what is harmful? What structure will replace the body's immune system? Of course, the main burden in this vital matter falls on state power. How does it carry out these relatively new functions for it? What is happening in our region, and where are the unsolvable problems so far? A conversation on this topic took place at the Main Department of Labor and social issues Moscow region. It was, first of all, about the problems of labor migration. The conversation was attended by the head of the Main Directorate Viktor Rushev, his first deputy Vladimir Strelkov, head of the department of programs and state order Irina Kamaldinova and Head of Human Resources Department Elena Teploukhova. And what an interesting picture emerged.

Of course, before assessing the usefulness or harmfulness of labor migration for the region, the benefits and costs emanating from it, it is necessary to determine the state of labor resources in the region, to understand what we want. And the situation is unique. First, against the backdrop of the overall high dynamism of the development of the country's economy, the Moscow Region firmly holds its place in the top three in this parameter. Significant investments flow here, large funds are circulating here ... By the way, we talk about investments all the time. They are a necessary condition for development, but far from sufficient. After all, banknotes themselves will not build anything, they will not create anything. Qualified personnel are needed, but they are not enough.

37. External and internal migration: immigration and emigration

Persons who have resettled outside the country are emigrants, those who have resettled in this country are immigrants. The difference between the number of the former and the latter is the migration balance, which directly affects the population of the country.

Population migration is the movement of people across the borders of certain territories with a change of residence, permanently or for a relatively long period. Thus, main feature migration is the crossing of the administrative boundaries of the territory - state, regional, district. Only crossing the borders of a district inside a city is not migration. On this basis - the crossing of the administrative boundaries of the territory - they distinguish, first of all, internal and external migration of the population.

External migration is immigration, from the Latin word "immigro", i.e. I move in." This is the entry into the country for permanent or temporary residence of citizens of other states. Immigration is determined by a number of reasons: political, national, religious, and it has played an important role in the formation of the population of many countries - Australia, Canada, the USA, etc. Immigration leads to a mixture of different ethnic groups and the emergence of new ethnic groups. Here, the most typical example is Mexico, the main part of the population of which is mestizos. The second type of external migration is emigration. The term emigration comes from the Latin word "emigro", i.e. I'm moving out. The reasons for emigration can be socio-political factors, such as unemployment, lack of land for peasants, low living standards, as well as political and military conflicts.

In addition to external migration, there is also internal migration. If external migration of the population is interstate migration, then internal migration is intrastate migration. At the same time, it should be taken into account that internal migration of the population is inter-settlement movements of the population. It is inter-settlement, therefore the movement of the population within the city is not migration. There are internal migrations of the population, such as city-village, city-city, village-city, village-village. Among these types of human movement, rural-urban migration is of decisive importance, especially in developing countries. With the development of urbanization, the role of migration according to the city-city scheme is increasing. Allocate population migration within large territorial units (for example, regions, territories, republics) and between them. According to this principle, migration is divided into intraregional and interregional, intraregional and interregional.

38. Goals and objectives of labor organization

Labour Organization is an activity, one of managerial functions, part of the management of an enterprise (organization) for the creation, maintenance, streamlining and development of the labor organization system, for its transformation on the basis of organizational innovations. This activity should be carried out as ongoing process rather than as one-time isolated actions. This is the essence of the so-called process approach to the organization of labor.
Main goals:
understand the meaning and place of the organization of labor in the production system;
reveal the content of the concept of labor organization;
to characterize the main factors influencing the organization of labor;
consider the individual elements of the "organization of labor". The organization of labor must be considered from two sides. On the one hand, the organization of labor is a system of interaction between workers and their connection with the objects and means of labor in the process of labor activity. On the other hand, the organization of labor at an enterprise, in an organization is a certain set of measures that ensure the necessary proportionality in the distribution of workers and the most efficient use of labor at a given technical and technological level of production.
The purpose of labor organization is to establish rational connections and relationships between participants production process aimed at achieving the highest performance in labor based on the most efficient use of individual and collective labor. This goal is achieved in the course of solving the following main groups of tasks:
Economic - the effective use of potential total working time, reducing the labor intensity of products (works, services), improving the use of equipment in terms of time and power, improving product quality.
Organizational - determining the order and sequence of work, creating conditions for highly efficient, uninterrupted work of performers, ensuring their full and uniform workload, individual and collective responsibility for the results of activities, creating an effective labor incentive system, as well as a system of its regulation that meets the specifics of production.
Psychophysiological - improvement and facilitation of work, elimination of unnecessary expenditure of energy of workers, ensuring their psychological compatibility and compliance of their psychophysiological characteristics with the characteristics of work activity.
Social - increasing the content and attractiveness of work, creating conditions for the development of employees, improving their qualifications and expanding their professional profile, realizing their working career and increasing their well-being.

39. Scientific organization of labor.

The scientific organization of labor is such an organization in which the development and implementation of various activities are preceded by a comprehensive scientific study of all the conditions conducive to the successful implementation of these achievements in production.

There are several scientific labor organizations:

1) division and cooperation of labor

2) organization of jobs.

3) Rational reception and methods of work

4) Improvement of working conditions.

5) Staff development.

6) Improving the system of remuneration and stimulation of labor.

7) Consolidation of labor disciplines.

8) Labor rationing.

Functions of the scientific organization of labor:

1)resource-saving aimed at saving working time, efficient use of raw materials, materials.

2) optimizing are manifested in ensuring full compliance with the level of labor organization, the progressive level of technical equipment of production, in achieving the scientific validity of labor standards and labor intensity, in ensuring that the level of remuneration of labor corresponds to its final results.

3) Function formation efficient worker . This is an implementation on scientific basis vocational guidance and professional selection of workers, x training and advanced training.

4) hard-working is manifested in the creation of favorable, safe and healthy working conditions, in the establishment of a rational regime of work and rest, in the use of flexible working hours, in facilitating hard work to physiologically normal values.

5) Function elevation of labor, elevates labor by creating conditions in production for the harmonious development of a person, increasing the content and attractiveness of labor.

6)educational and activating are aimed at developing labor discipline, developing labor activity and creative initiative.

Criteria for the effectiveness of NOT:

Full use of cumulative working time.

The use of each worker during the working day in accordance with the qualifications.

Providing each employee with a normal intensity of work.

Key performance indicators of NOT:

Annual economic effect from the implementation of NOT activities

Payback period for the additional cost of the event.

The coefficient of effectiveness of measures.

Growth in labor productivity through specific measures.