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Medical personnel in the labor market. Domestic and foreign experience in labor market regulation

The labor market is a set of economic and legal procedures that allow people to exchange their labor services for wages and other benefits that firms agree to provide them in exchange for labor services.

In Western economic theories, the labor market is a market where only one of the other resources is sold. Here we can distinguish four main conceptual approaches to analyzing the functioning of the modern labor market. The first concept is based on the postulates of classical political economy. It is adhered to mainly by neoclassicists (P. Samuelson, M. Feldstein, R. Hall), and in the 80s. it was also supported by supporters of the concept of supply-side economics (D. Gilder, A. Laffer, etc.).

Adherents of this concept believe that the labor market, like all other markets, operates on the basis of price equilibrium, i.e. the main market regulator of labor. It is with the help of wages, in their opinion, that the demand and supply of labor is regulated and their balance is maintained. Investments in education and qualifications are analogous to investments in machinery and equipment.

According to the marginal concept, an individual “invests in skills” until the rate of return on this investment decreases. From the neoclassical concept it follows that the price of labor responds flexibly to market needs, increasing or decreasing depending on supply and demand, and unemployment is impossible if there is equilibrium in the labor market.

Since there is no need to seriously talk about changes in wages in exact accordance with fluctuations in supply and demand, much less about the absence of unemployment, supporters of this concept refer to certain market imperfections, which lead to the inconsistency of their theories with life. These include the influence of trade unions, the establishment of minimum wages by the state, and lack of information.

Thus, the labor market, generally subject to the laws of supply and demand, in many principles of the mechanism of its functioning is a specific market, which has a number of significant differences from other commodity markets. Here the regulators are not only macro- and microeconomic factors, but also social and socio-psychological factors, which are by no means always related to the price of labor - wages.

In real economic life, the dynamics of the labor market are influenced by a number of factors. Thus, the supply of labor is determined, first of all, by demographic factors - the birth rate, the growth rate of the working-age population, and its age and gender structure. In the USA, for example, the average annual population growth rate in the period 1950-1990. decreased from 1.8 to 1%. This significantly affected the dynamics of supply in the labor market.

In addition, scientific and technological progress has a serious impact on the need for labor. The functional and organizational structure of the market there includes, in a developed market economy, the following elements: principles of state policy in the field of employment and unemployment; personnel training system; hiring system, contract system; unemployed support fund; system of retraining and requalification; labor exchanges; legal regulation of employment.

The administrative-command management system that previously existed in Russia, in which the state, as the owner of the main means of production, centrally planned the number of jobs required for full employment, distributed and redistributed labor resources, completely destroyed the motivation to work.

The national labor market covers all social production - through it, each industry receives the personnel it needs, not only of a given professional and qualification composition, but also of certain cultural and ethical-labor virtues that are adequate to the requirements of the economy.

The opportunity is realized in the labor market:

free choice of profession, industry and place of activity, encouraged by priority offers
· hiring and dismissal in compliance with labor legislation that protects the interests of citizens in terms of job security, working conditions, and remuneration;
· independent and at the same time economically encouraged migration of labor resources between regions, industries and professional qualification groups
· free movement of wages and other income while maintaining the priority of qualifications and education, compliance with the guaranteed minimum wage established by law, ensuring a living wage, and regulation of the upper limit of income through a tax system based on a progressive scale.

Competitive market relations reflect deep processes that constantly occur in society and determine its movement forward. Three interconnected evolutionary streams pass through the labor market, intersecting in it - the development of the economy (material and technical elements and structures), the development of man (general and professional culture, creative opportunities, moral qualities), the development of social relations (state and class structures, relationships property, industrial relations). They form the basis of progress in society, its main content.

One of the fundamental features of the modern Western labor market is the significant prevalence of entrepreneurial activity. Approximately every tenth worker in the USA, France, Great Britain, every seventh in Japan, every fifth in Italy is an entrepreneur. Almost 2/3 of them head medium and small enterprises, and every fourth runs a business that employs 20 or fewer people.

Labor under conditions of private property, when it is not a hostile and opposing concept to a person, but a full or partial personal property, forms particularly important qualities of the labor force, which are highly valued in the labor market and are most quickly fixed in people charged with the responsibility of an entrepreneur. Personal ownership strengthens a person’s consciousness and sense of responsibility for the piece of national wealth that belongs to him, develops in him the social instinct for saving material and spiritual values, the desire to develop and strengthen them. About 80% of those employed in Western countries are, in one form or another, owners or co-owners of family businesses, small, medium and large enterprises, and holders of shares in firms and corporations.

Federal Agency for Railway Transport

Siberian State Transport University

Department of Transport Management

Course work

in the discipline "Economics and Sociology of Labor"

"Features of the Russian labor market. Domestic and foreign experience in regulating the labor market"

Novosibirsk, 2010

Introduction

1. Features of the Russian labor market

1.1 Market components

2 Features of the Russian labor market

2. Domestic and foreign experience in labor market regulation

1 Foreign and Russian labor market

2.3 The role of trade unions in the labor market

4 Employment

3. Practical problems

Conclusion

List of used literature

Introduction

In a market economy, labor resources are managed in the labor market, where material and personal factors of production are combined. Because of this, the labor market is organically connected with other markets of the economic system, and its state and functioning depend on the situation in the economy as a whole. Thus, depending on the phase of the economic cycle, the demand for labor and the unemployment rate are determined. The level of inflation and the loan interest rate affect the re-equipment and modernization of equipment or its moral or physical wear and tear, which characterizes the state of jobs and their number. The labor activity of the population is influenced by the level of its real income, as well as the social policy of the state. And finally, each country has its own national characteristics and traditions in the labor sphere, which introduce certain specifics into the functioning of the labor market. For Russia, the uniqueness of the situation is also due to the fact that the labor market is in a state of formation and transition from universal employment based on a plan to its regulation by market mechanisms and the creation of effective employment.

1. Features of the Russian labor market

1.1 Market components

The components of the labor market are the demand and supply of labor. However, there is no clear opinion regarding the specific content of these concepts. Some authors, introducing the term “aggregate supply”, understand by it the entire economically active population, and by the term “aggregate demand” - the general need of the economy for labor. Together they constitute the "aggregate labor market" or the "labor market in the broad sense." Another point of view is that supply means only that part of the working-age population that is in search of work, and demand means only vacant jobs, which corresponds to the concept of “labor market in the narrow sense of the word” or “current market labor."

The supply of labor in the current market is determined by the demographic situation, the level of income of the population, the level of income of the population, and the level of wages. Its main components can be called those people who do not work and are looking for work, those who are busy but want to change jobs, and, finally, those people who are ready to work in their free time from work or study.

It should also be said about the labor reserve, in which we can name, firstly, labor reserves in enterprises with an excessive number of employees, then - reserves from among students employed in subsidiary farming, pensioners, etc., as well as reserves due to service in the Armed Forces.

The demand for labor is determined by the availability of available jobs and the need for workers, both on the basis of the main activity or part-time work, and to perform casual work. A distinction must be made between physical and economic jobs. A physical workplace means a technologically equipped workplace for one employee per shift. However, this is not enough. The availability of resources, energy, information, labor items and wages is also required. But even if there is a physical workplace, due to the lack of demand for the product being manufactured or any components of the demand for labor, there may be no demand for labor. At the same time, there can be one physical workplace, but used in 2-3 shifts - then these are economic workplaces. In other words, an economic job provides employment and wages to one worker, and therefore when we talk about creating demand for labor, we are talking about economic jobs. Moreover, if the economy is in a boom phase, when investments exceed depreciation, there is reason to talk about expanded reproduction of jobs. If depreciation is equal to investment, the existing job structure is maintained. And if the economy is going through a period of disinvestment and depreciation exceeds investment, then, as a rule, we are talking about job cuts.

Related to this is the concept of effective and aggregate demand, when effective demand refers to the number of economically feasible jobs, and aggregate demand refers to all jobs filled by workers.

The current stage of economic development is associated with a new look at labor as one of the key resources of the economy. This new look is evidence of the real growth of the role of the human factor in the conditions of the technological stage of scientific and technological revolution, when there is a direct dependence of production results on the quality, motivation and nature of the use of labor in general and the individual worker in particular.

The increasing role of the human factor in production is confirmed by the results of economic research by leading American scientists. Since 1929, the individualization of all types and forms of production and non-production services. In new, more effective organizational conditions, there is a connection between the workforce and jobs, the inclusion of the creative potential of workers in the innovation and production process, the training and retraining of personnel, and the solution of problems of social protection of workers. An intensive economy, living in a mode of periodic technological and organizational renewal, is gradually turning into an economy of continuous development, which is characterized by almost constant improvement of production methods, management principles, operational characteristics of goods and forms of service to the population. The source of growth in labor productivity and US national income in the triad “labor - land - capital” is the first factor, covering the totality of educational, qualification, demographic and cultural characteristics of the workforce.

Investments in human resources and personnel work become a long-term factor in the competitiveness and survival of a company in a market economy. It is no coincidence that the direct costs of private business in the United States for all types of training had already increased by the early 80s to $30 billion, and total private and public costs, taking into account compensation payments during training, reached $100 billion.

In the era of a highly developed market civilization, the role of the labor market in the evolution of the economy is continuously increasing. For the first time in history, productive forces are reaching a level of development at which their evolution is possible only in conditions of creative activity of workers in a significant part of professions and the widespread use of the latest technical means and accompanying knowledge in the sphere of social labor. Completely new requirements, compared to the past, are beginning to be placed on the workforce: participation in the development of production at almost every workplace; ensuring high quality of products that are rapidly changing in their characteristics and technologically increasingly complex; maintaining low product costs through continuous improvement of methods. The labor market is becoming the most important link in national and world market civilization, where creative labor resources are formed that carry out the daily evolution of society. We are talking about one form or another of initiative, production independence, the desire to improve technology and methods of serving the population. Research shows that active creative work is currently, to one degree or another, included in the content of the activities of the majority of the working population, primarily specialists with higher and secondary specialized education, administrative and managerial personnel, highly qualified workers, and service workers. This is the leading detachment of the national labor force, covering from 40 to 50% of those employed in the national economy in Western countries. The sphere of labor is an important and multifaceted area of the economic and social life of society. It covers both the labor market and its direct use in social production. The labor market, or, as it is also called, the labor market, has a fundamental feature - its components are directly living people, who not only act as carriers of labor power, but are also endowed with specific characteristics: psychophysiological, social, cultural, religious, political, etc. These features have a significant impact on the motivation and degree of work activity of people and are reflected in the state of the labor market as a whole.

In the labor market, the cost of labor is assessed, the conditions for its employment are determined, including the amount of wages, working conditions, the opportunity to obtain education, professional growth, and job security. The labor market reflects the main trends in the dynamics of employment, its main structures (sectoral, professional qualification, demographic), in the social division of labor, as well as labor mobility, the scale and dynamics of unemployment.

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

The range of sellers on the labor market is extremely diverse. It includes a miner who is hired to mine coal underground, a rock singer who signs a contract to hold concerts, a scientist who receives money to carry out the research the customer needs, and a minister who is paid a salary by the state for leading a certain area of activity.

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

1.2 Features of the Russian labor market

Among the specific reasons behind the decline in employment of the working-age population in Russia, the following can be noted:

The first reason is rooted in the fact that a characteristic feature of the Soviet economy was the excessive number of production personnel (including support and management) of enterprises. The literature has long noted the fact that Soviet enterprises, in comparison with those similar in profile and production volume in Western countries, employed two to three times more workers. The presence of excess personnel hampered the introduction of new equipment and labor-saving technologies and hampered the growth of labor productivity. On the other hand, the need to pay redundant workers unjustifiably increased production costs with the consequent weakening of the competitiveness of manufactured goods. The presence of an excessive number of jobs meant an artificial shortage of labor, and it undermined labor discipline, contributed to the widespread spread of “extraction” in the payment of workers, and suppressed their incentive to do better work.

This situation was based, firstly, on the fact that economic departments and directors of Soviet enterprises were guided by the established dogma of economic theory about the fundamental incompatibility of socialism and unemployment; secondly, that the surplus labor force turned out to be practically useful for the enterprise to serve various administrative duties assigned to it that are not related to the nature of its activities: its activities: participation in harvesting, in ensuring the safety of products at bases, in the construction of social and cultural facilities, in cleaning streets. Finally, and this is probably the most important thing, surplus personnel could be successfully used for traditional rush jobs to fulfill the plan at the very end of the month, quarter or year.

That is, for many years there was stable and very massive hidden unemployment. Directors of state-owned enterprises often, to this day, tend to put up with the presence of redundant staff. It’s a different matter for private owners who take control of enterprises as a result of their privatization: they strive to have the optimal number of employees, i.e. possibly less. Thus, this reason for unemployment is that the very fact of the transition to private property and market principles of economic management means pushing into the ranks of the unemployed significant masses of people who were unemployed before, but in a form not open, as it is now, but hidden.

The second reason. The transition to market criteria for assessing the management of enterprises reveals the inconsistency of many of them, since they cannot adapt to real demand for types of products, assortment, quality, and price. It is hardly realistic to privatize such enterprises in the usual way (who needs shares of bankrupt people?); they will have to be prepared first and then sold entirely to legal entities willing and able to pay off debts and make productive investments. It is obvious that these new owners will risk becoming such only if they have complete freedom to get rid of the burden of unnecessary personnel. And this is another channel that replenishes unemployment.

Third reason. Many state-owned enterprises perceived price liberalization as an opportunity to increase them uncontrollably, in order not only to cover their excessive costs, but also to significantly increase income (profits and wages). At first, this was widely successful. However, this situation cannot last long. Soon, the uncontrolled rise in prices turned into a boomerang of multiple increases in the cost of raw materials, energy resources, components, and, ultimately, a crisis of non-payments along all technological chains. It affected not only potential bankrupts, but also many enterprises whose products are needed by society, even urgently needed, but cannot be paid for by its consumers. This crisis is another factor fueling unemployment.

Fourth reason. Market reforms lead to success only if they are accompanied by deep structural restructuring. Such a restructuring covers not only microeconomics (restructuring of specific enterprises), but also macroeconomics: it leads to the concentration of resources on the development of only those industries that have real prospects for success in conditions of fierce market competition, and, accordingly, to the curtailment of such industries, the products of which are not used demand. It is obvious that in Russia, whose economy is characterized by deep imbalances, especially the huge swelling of the group that served as the basis for the accelerated growth of the military-industrial complex, such a restructuring will give rise to massive structural unemployment.

2. Domestic and foreign experience in labor market regulation

2.1 Foreign and Russian labor market

etc.). Adherents of this concept believe that the labor market, like all other markets, operates on the basis of price equilibrium, i.e. the main market regulator of labor. The first concept is based on the postulates of classical political economy. It is adhered to mainly by neoclassicists (P. Samuelson, M. Feldstein, R. Hall), and in the 80s. it was also supported by supporters of the concept of supply-side economics (D. Gilder, A. Laffer, etc.). Adherents of this concept believe that the labor market, like all other markets, operates on the basis of price equilibrium, i.e. The main market regulator is price - in this case, labor force (wages). It is with the help of wages, in their opinion, that the demand and supply of labor is regulated and their balance is maintained. Investments in education and qualifications (in human capital) are analogous to investments in machinery and equipment. According to the marginal concept, an individual “invests in skills” until the rate of return on this investment decreases. From the neoclassical concept it follows that the price of labor responds flexibly to market needs, increasing or decreasing depending on supply and demand, and unemployment is impossible if there is equilibrium in the labor market. Since there is no need to seriously talk about changes in wages in exact accordance with fluctuations in supply and demand, much less about the absence of unemployment, supporters of this concept refer to certain market imperfections, which lead to the inconsistency of their theories with life. These include the influence of trade unions, the establishment of minimum wages by the state, lack of information, etc.

It seems that the concepts under consideration, complementing each other, provide an overall picture of the functioning of the labor market. It is believed, in particular, that a worker’s qualifications are always acquired before he enters the labor market, and this is not always true, since in many cases the worker receives qualifications already at work, i.e. after hiring. This means that it is quite difficult to assess its potential on the market. Another postulate states that human productivity is known in advance. But this is not true either, since there are many motivation methods that can increase labor productivity. It is also obvious that not only wages serve as a sufficient assessment for the employee of his work and a reflection of the degree of his satisfaction with his position in production and in the labor market. This also calls into question the simplified market-price approach to humans. It is very difficult to assess a person’s potential in the labor market, also because in the labor process the main contribution to production in most cases is achieved through collective rather than individual efforts.

In Russia, the average annual population growth rate has also dropped sharply from a level of approximately 1% in the 70-80s. to minus values in the 90s. On the demand side, the main factor influencing employment dynamics is the state of the economic environment and the phase of the economic cycle. In addition, scientific and technological progress has a serious impact on the need for labor. The functional and organizational structure of the market there includes, in a developed market economy, the following elements: principles of state policy in the field of employment and unemployment; personnel training system; hiring system, contract system; unemployed support fund; system of retraining and requalification; labor exchanges; legal regulation of employment.

In the labor market, a seller and a buyer meet, as in any sales transaction. Sellers are workers offering their labor power (ability to work), and buyers are labor collectives or individual entrepreneurs who can independently decide how many and what kind of workers they require.

The labor market operates under the law of supply and demand for labor, which affects wages. The law of supply and demand for labor reflects the discrepancy between available jobs and the composition of workers entering the labor market in terms of quantitative and qualitative parameters. In the labor market there is a cruel, merciless selection of the most capable and enterprising. The market does not spare the weak and incapable. But at the same time, it stimulates highly qualified labor and helps create a strict relationship between everyone’s contribution and the specific result obtained.

The administrative-command management system that previously existed in our country, in which the state, as the owner of the main means of production, centrally planned the number of jobs required for full employment, distributed and redistributed labor resources, completely destroyed the motivation to work.

International experience shows that the labor market cannot exist without a competitive economy based on private property and democratic public institutions. A totalitarian society even theoretically excludes the possibility of the existence of such a market, because it does not consider a person to be an equal legally and economically independent subject from the state. For such a state it is not so important whether human potential is used effectively and in accordance with a person’s personal interests or not. For him, something else is significant - to have a person in complete and unconditional submission for any needs, and to satisfy personal interests to a minimum, which excludes the economic and social independence of a person. This ensures, although ineffective, almost complete controllability of the human masses. A free labor market in such conditions is simply not needed, moreover, it would be a serious hindrance, although its antipode - the distribution of labor power, serving a state-owned economy that is scarce in nature is also called the labor market.

The opportunity is realized in the labor market:

■ free choice of profession, industry and place of activity, encouraged by priority offers (level of remuneration, opportunities to implement creative ideas, etc.);

■ hiring and dismissal in compliance with labor legislation that protects the interests of citizens in terms of job security, working conditions, and remuneration;

■ independent and at the same time economically encouraged migration of labor resources between regions, industries and professional qualification groups, which is usually accompanied by improved living conditions and working conditions, facilitated by the presence of highly developed, universally accessible markets for high-quality housing, consumer goods, cultural and spiritual values ;

■ the free movement of wages and other income while maintaining the priority of qualifications and education, respecting the legally established guaranteed minimum wage, ensuring a living wage, and regulating the upper limit of income through a tax system based on a progressive scale.

Labor is a special kind of commodity, the productive creative qualities of which entirely determine the effectiveness of a competitive economy, its ability to create high-quality goods and comfortable services, the scale and pace of scientific, technical and organizational transformations. Therefore, the preparation and release of an educated and creatively active workforce into the labor market, ensuring its qualification and territorial mobility is one of the fundamental principles of the life of the national economy. And the higher the general level of development of the economy, the more complex problems it has to solve, the greater the need for highly qualified labor. For such a workforce in developed countries of the world in the era of scientific and technological revolution, the vast majority of employers and government agencies strive to create the best production and living conditions, guaranteeing, if possible, social security in the labor market.

Labor power is a special kind of commodity also because it itself, in the first place, is, as a rule, the most interested party in the development of its creative capabilities, realized in the national economy and expressing the individual, especially creative, abilities of the individual.

The prevailing commonality of interests of the “product” of the labor force and its consumers - the economy and the state - is the most important socio-economic feature of a market economy, creating a solid humanistic basis for the development of the national economy and the entire society. There is no doubt that the labor market, organized, largely controlled by the state and supported by enterprises of the commodity economy, constantly improved as the national economy develops, is one of the key, vital links in the socio-economic system of any country.

The ultimate goal of the labor market is, firstly, to satisfy the professional, labor and vital interests of the economically active population, including social protection, and to provide the national economy with the personnel it needs; secondly, achieving the maximum full and minimum interruption of employment, taking into account the need for a partial work week, a staggered work schedule, etc.

2.2 Skill level of labor resources

labor union pay employment

The general level of qualifications of labor resources today is such that representatives of almost all professions are successfully underestimated by entrepreneurship, with workers in this regard holding the palm. In 2000, in the United States, 23% of entrepreneurs had blue-collar professions, 18% had management experience, 18% were involved in trade, 15% were in services, 16% had higher or scientific education in various fields, 10% were farmers. .

Real grounds for participation in the development of production, regardless of professional status, have, first of all, those who have received a modern secondary specialized, higher and scientific education, which in all its links is usually primarily aimed at identifying and developing the creative abilities of students. In the United States in 1998, 50% of male sales employees (30% of women), 40% of administrative support personnel (office workers) had this education, not counting the vast majority of specialists with higher and secondary specialized education and administrative and management personnel. , 33% - service workers (not counting specialists), 24% - highly qualified workers, 17% - semi-skilled workers.

The development of another important process - the increase in enterprises with a collective form of ownership - has an extremely beneficial effect on the labor market. In the USA, for example, at the end of the 80s, 8-10% of workers were employed in such enterprises, in material production and services. Practice shows that enterprises with a collective form of ownership have higher than industry average indicators of product quality and labor productivity. Workers and employees participate with great enthusiasm in improving production and, at the same time, if necessary, more easily agree to compromises in the field of wages and temporary increases in the length of the working week. Such production teams participate more successfully in competition and are more stable during periods of market fluctuations. Problems of retraining, professional development, and staff reductions are resolved more carefully and humanely.

For the purpose of social protection of workers and employees, additional workshops and competitive subsidiaries are being created.

For the modern intellectual labor market, an adventurous exploitative, momentary consumer attitude towards a person and his capabilities is uncharacteristic, as it is completely unjustified in practice. On the scale of the economy, the principle that has been repeatedly tested by international practice and encouraged in all countries by leading prosperous corporations prevails: “before you ask a person, you need to give him a lot.” And therefore the modern labor market has a powerful root system. It relies on gigantic organizational structures that cover not only the economy, but also numerous state, public and private institutions, including the national education system, including those owned by companies, cultural institutions, health care, various non-profit social organizations, and the institution of the family. Features of the Russian pile market

Until quite recently, labor force in our country was not considered a commodity. There is no doubt, however, that in real life, which is not very connected with political and economic concepts, millions of people enter into employment relationships. But there is no doubt that the existing (and in many ways still exists) labor market in our country was a kind of (quasi-market), a product of the administrative economy, burdened with numerous imbalances. The main thing that distinguishes our labor market from the real one is its presence of administrative, legal and economic restrictions that still prevent the free sale of labor on the most favorable terms for the majority of workers. This includes the presence of registration, which formally replaced registration, and the absence of a real housing market with its huge deficit, and the underdevelopment of mechanisms of state regulation and social support in the field of employment. The labor market in Russia is unbalanced. Most regions of the country in the 90s. became labor surplus, cancer, in a number of regions and republics of Russia in 1995, the supply of labor was tens, or even hundreds, times higher than the demand for it (in the Ivanovo region - 158, in the Republic of Tuva - 143, and in Arkhangelsk and Tambov regions, the republics of Udmurtia, Buryatia, Kalmykia "Dagestan - 42-47 times). At the same time, in the regions of the Far North there is still a shortage of workers, especially qualified ones. There is also a satisfied demand for certain categories of specialists (lawyers, bank workers, accountants, programmers) with growing unemployment in most professional categories of the workforce. Despite all these difficulties, one can hope that the current quasi-market will end soon enough. In 2002, the non-state sector of the economy already accounted for 61% of the total employment In a competitive environment, enterprises will strive to optimize the composition and number of employees, in turn, workers will have the opportunity to find work on the most favorable terms. All this, however, can only be realized by creating a truly competitive environment based on privatization, by abolishing registrations that impede the free movement of labor, by creating a housing market and an effective system of promoting hiring.

3 The role of trade unions in the labor market

The role of trade unions in the labor market. Participants in the labor market (employee-sellers and employers-buyers) have been irreconcilably at odds with each other for centuries. Employers considered the most important rule when setting wages to be to keep them as low as possible. The hired workers took exactly the opposite point of view.

It is precisely this position in the labor market that has made it so conflict-ridden for centuries. Each side defends its interests using different methods. For hired workers, the most common is the creation of trade unions that unite workers of either an enterprise, an industry, or a particular profession. The concerns of trade unions are related to the specific work that their members do and yet all have standard tasks. The most important of them:

■ improving working conditions and ensuring safety. A constant concern of trade unions is reducing the risk of death or injury at work. But in the world of economics, everything has its price, and such activity of trade unions leads to a real increase in the cost of labor. An increase in the price of labor (wage rate) leads to a decrease in the quantity of demand for it, that is, the number of people that firms are willing to hire;

■ salary increase. Solving this problem is possible in two ways - by creating conditions for an increase in the demand for labor and by creating conditions for limiting the supply of labor. It is quite difficult for trade unions to increase the demand for labor: they do not have particularly great opportunities to influence the product markets, where the demand for the labor market comes from. And, nevertheless, one of the ways to solve this problem is quite realistic. Trade unions are in favor of limiting the import of imported goods into the country. This is argued by the fact that if imports are reduced, the demand for domestic goods will increase, and then the conditions for growth in numbers and wages in the domestic labor market will improve. Russian trade unions also take similar positions, especially in light industry, which suffers greatly from the import of goods from China, Turkey, etc. by firms and shuttle traders. However, this position leads to weakening competition in the domestic market, the quality of products decreases, and opportunities to sell them are reduced. to other countries, and hence the demand for labor for its production.

In addition, when one country restricts imports, other states respond with similar measures, which reduces exports and worsens labor market conditions for workers in export-oriented industries.

As for limiting the supply of labor, it is usually ensured by the fact that trade unions seek from employers agreement to hire only union members. In Russia, such tactics are almost never used, although they are very common abroad.

Trade unions, in order to achieve higher wages, act as the sole representative of their members in negotiating working conditions and pay with entrepreneurs. The trade union's logic is simple: either all its members will receive higher wages, or there will be a strike. But no union can deprive employers of the right to fire workers if their work becomes unprofitable. And raising wages above the level that would prevail in a free market could lead to an increase in the number of such unprofitable workers. Modern trade unions, including those in Russia, are already hiring economists to accurately estimate the amount of wages that can be achieved from employers without creating a threat of their ruin and mass layoffs.

Today in developed countries the trade union movement has declined. The main reasons for this:

■ a change in the nature of work (the development of home-based work, a reduction in the size of enterprises, etc.), an overall increase in the well-being of society, which makes it possible to provide decent living conditions for hired workers.

As for Russia, here too the trade union movement is experiencing a crisis. But its reasons are completely special. The collapse of the previous political system of society also caused a crisis of trade unions. Many of them practically disappeared, and new ones began to form in their place. They are still quite weak, but there is reason to expect them to strengthen in the future. After all, the income level of Russians is still very low, and the country is facing numerous strikes demanding higher wages. In the wake of such strikes, Russian trade unions will grow stronger.

Only when the country manages to achieve a significant increase in the well-being of its citizens will the withering away of trade unions in Russia begin. Life shows: the richer the country, the higher the level of well-being in it, the calmer relations are in the labor market, the rarer and shorter the strikes, the smaller the role of trade unions and their number.

The thesis about the supposedly voluntary nature of unemployment is also put forward. However, if unemployment is voluntary, then why does it fluctuate depending on the phase of the business cycle? The thesis about the “search” for a job as a phenomenon causing market instability is also put forward. Its essence lies in the fact that employees are very picky and strive for the most profitable work. However, even in this case, it is not clear why such workers are either 4-5% or 15%? But the main question that supporters of the neoclassical approach cannot answer is why all hired workers, if their supply exceeds demand, do not offer their labor at a lower price? Keynesians and monetarists take a different approach to explaining the functioning of the labor market. Unlike the neoclassicalists, they view the labor market as a phenomenon of permanent and fundamental disequilibrium.

4 Occupancy of occupancy

In general, employment of the population is an indicator of the provision of its working population with work, the fulfillment of which generates income, or wages, and business profit. This indicator is calculated as the employment rate, which is presented as a relative value - the ratio of the number of people employed in all areas of economic, managerial, educational and other activities to the number of the entire working-age population. The employed population includes all employees, entrepreneurs who independently provide themselves with work; persons engaged in self-employment, farmers, members of cooperatives, elected and appointed to paid positions, military personnel, university students, students of secondary specialized institutions and vocational schools, high school students. It is necessary to distinguish between global (universal) and economic employment. Global employment includes, in addition to economic employment, studies in general education, secondary specialized, and higher educational institutions; housekeeping and raising children; care for the elderly and disabled; participation in government bodies, public organizations; service in the Armed Forces.

Economic employment implies the participation of the working population in social production, including the service sector. This type of employment is of paramount importance, its relationship with other activities, especially studies. The economic potential of society, the level and quality of life, the socio-economic and spiritual progress of each country depend on it. Economic employment has the following characteristics:

■ socially useful activities of people in the production of material goods and services (and not only material, but also spiritual, cultural, social services), thanks to which employment serves to satisfy personal and social needs;

■ providing activities with a specific workplace, which allows the worker to realize his physical and spiritual abilities for work; hence, the balance of labor resources with the number of jobs in quantitative and qualitative aspects is important for employment;

■ employment is a source of income in the form of wages, profits and other forms, where income can be expressed in cash and in kind.

Thus, economic employment is a socially useful activity for the production of a social product, supported by specific jobs and serving as a source of income. The distinction between legal and illegal employment is important (i.e. theft, clandestine activities in the production, transportation, storage and sale of drugs, weapons, etc.); The criterion here is the compliance or contradiction of the type of activity with the current legislation.

Let's return to assessing the need for labor and jobs. The employment rate covers almost all groups of the working population, and therefore its indicator expresses a very average value. The central issue of employment analysis is identifying the dynamics, factors and circumstances of employment of a group of hired workers. Their employment rate is represented by the ratio of the number of employed hired workers to the number of workers looking for work. This ratio reflects two groups of needs: workers for work, and employers for labor. The level of employment is determined by the demand for labor. And production’s need for workers is predetermined by the number of jobs that need to be filled with people in order to achieve the planned production volume. The workplaces themselves are a special way of designing the means of production and the production capacity of an enterprise.

Thus, the objective basis for the employment of workers lies in the scale and quality of the means of labor involved in production. The dependence of production needs for labor on the scale of the means of labor (on jobs) acts as a general economic law of employment of hired workers.

Regulation of population employment can be carried out in various ways:

■ by changing the labor demand of production itself, which is achieved by introducing new places provided for by the relevant national and regional programs;

■ by changing (reducing) the need for jobs on the part of workers, which occurs in connection with the implementation by the state of large-scale social and socio-economic measures (expanding the number of young people studying on the job, preferential leave for women with young children, reducing the age of entry into pensions for certain groups of workers, etc.). Understanding the patterns of its dynamics is important in the development and implementation of plans to regulate employment; Western economists have made significant achievements in their research.

There is a certain relationship between changes in output, labor productivity and employment. For a long time, there has been a widespread unequivocal opinion that the growth of labor productivity based on the development of science and technology, accompanied by an increase in the “organic composition of capital,” inevitably leads to an increase in unemployment. Of course, when technical improvements are introduced, some employed workers are displaced from production, but this is in the short term. In the long term, the relationship between technological progress, growth in labor productivity and employment is ambiguous, but more complex. After all, as you know, the progress of science and technology is accompanied by the emergence of new industries and even industries that generate demand for labor. For example, in developed countries in 2001-2003. with an average annual increase in labor productivity of 0.5%, employment increased by 0.2%, on the other hand, a decrease in productivity by 0.5% entails a decrease in employment by 0.4%.

In general, the only sustainable strategy to achieve sustainable and well-paid employment must be based on increasing labor productivity through NTO.

Another relationship in a market economy exists between the unemployment rate and inflation (the “Philips curve”). As a result of a study of wage measurements in Great Britain for 1861-1957. Professor W. Phillips came to the conclusion that there is an inverse (inverse) relationship between the unemployment rate and wage increases. The higher the unemployment rate, the lower the wage inflation rate.

The transition to market relations currently taking place in Russia is associated with great difficulties and the emergence of many socio-economic problems. One of them is the problem of employment, which is inextricably linked with people and their production activities.

The market presents and demands a completely different level of labor relations at each enterprise. However, until effective mechanisms for the use of labor resources are created, new employment problems arise and old ones worsen, and unemployment grows.

3. Practical problems

The complex consists of five tasks covering the main sections of the course being studied. Students are asked not only to solve the assigned problems, but also to give a brief description of the theoretical and methodological foundations of the issues under consideration.

It is known that the volume of production is influenced by labor productivity and the number of employees at the enterprise. The company plans to increase production output from 100 million rubles next year. up to 115 million rubles, suggesting an increase in labor productivity through modernization of equipment, and the number of employees will change from 1,350 people. up to 1450 people Determine the planned increase in production volume due to the following factors: 1) due to changes in labor productivity and 2) due to changes in the number of employees in the reporting and planning periods. Identify the factor that had a greater impact on production growth.

Δ H = H plan - H basis = 1450-1350= 100 people.

Δ W=W plan -W basis = 115-100 = 15 million rubles.

R bases = W bases / H bases = 100 million rubles/1350 people = 7.4 thousand. R

R plan = W plan / H plan = 115/1350 = 7.9 thousand rubles

Δ P = P plan - R bases = 7.9-7.4 = 0.5 thousand rubles

Δ W h = Δ H*R bases = 15* 7.4 = 111 million rubles

Δ W R = Δ R*H pl = 0.5 * 1450 = 725 million rubles.

Answer: Δ W h = 111 million rubles

Δ W R = 725 million rubles.

Conclusion: Due to changes in labor productivity, production output will increase by 725 million rubles, and due to changes in the number of workers, it will decrease by 111 million rubles. For greater production efficiency, it is necessary to change labor productivity, and the number of workers either left unchanged or slightly reduced so as not to lose in output.

For product "X" the labor intensity of transport work in 2009 was 0.45 man-hour. when releasing this product, 2400 pieces. The planned coefficient of growth in the volume of work in 2010 is K1 = 1.69, the planned coefficient of change in the total labor costs for performing work in 2010 is K2 = 1.25

Determine what the labor intensity for product “X” will be in 2010. Identify the factor that had a greater impact on the change in labor intensity and justify the obtained result with calculations.

Answer: t2 = 0.33 man-hour.

Conclusion: In 2009, labor intensity will decrease by 0.33 man-hours. Consequently, there is good potential for increased transport work in 2010.

Using Okun's law, calculate the losses from unemployment over the past year and the unemployment rate at the end of the year, if the actual level of GNP at the beginning of the year was 1,700 billion rubles, the unemployment rate at the end of the year increased by 9% compared to the natural level, the potential level of GNP - 2000 billion rubles. Natural unemployment rate - 3%

Answer: -150 billion rubles.

Conclusion: An increase in unemployment by 9% led to a decrease in GNP by 22.5%

There was also a decline in GNP fak compared to GNP n fak by 150 billion rubles.

What form of remuneration will the employee prefer (piece-rate bonus or time-based bonus) if the piece rate per unit of production is 30 rubles, 315 pieces were produced per month. products. Worked 22 working days with an 8-hour working day, the tariff rate for the corresponding category was 20 rubles. Various allowances and bonuses to wages for the piecework and bonus labor system amount to 69% (piecework-bonus) and 20% (time-bonus wage system) of the basic salary.

Answer: Salary p-p = 4224 rub.

Conclusion: the employee will prefer piecework wages and bonuses. Salary sd-pr = 15970.5 rubles.

Determine the basic shift rate of product production with a work shift duration of 480 minutes, if the operational processing time of a part is 28 minutes, equipment maintenance time is 2%, time for rest and personal needs is 2%, break time for technical reasons is 1%, preparatory time - final - 40 min.

Timekeeping and photographs of the working day carried out at the enterprise showed that it is possible to increase the shift production rate by reducing operational time for equipment maintenance by 6%, time for equipment maintenance by 5%, and preparatory and final time by 3 minutes. Determine how the standard time for completing a unit of production will change and what the standard of production per shift will become.

Answer: ∆Н vyr. = -2,68

Conclusion: The time limit will decrease by 2.68 minutes.

Conclusion

The process of reforming the Russian economy has shown that, along with the contradictions inherent in world civilization, in particular between scientific and technological progress and the reduction of unemployment, the nature, conditions of work and its payment, there are precisely Russian problems associated with a high level of labor activity of the population with a low standard of living and labor efficiency, with insufficient territorial and sectoral mobility of personnel, a system of training and retraining of personnel that does not always correspond to market conditions, and underdeveloped labor market infrastructure.

Methods of searching for employees for medical institutions Job responsibilities of medical personnel of health care facilities.
Requirements imposed on him by employers.
Remuneration Functions of a medical representative, requirements for him and proposed salaries Medical specialists turning to online job search resources

Throughout the world, human health is one of the most important aspects of society. Modern civilization cannot be imagined without medicine. That is why medical workers occupy a significant part of the labor market. The pharmaceutical industry is also one of the major industries.

Economic changes in Russia in the early 90s led to reform of the healthcare system. Unfortunately, we have to admit that so far little has changed in the field of public health care: insufficient funding, imperfect management systems, etc. remain. On the other hand, the development of market relations in our country has led to the emergence of commercial organizations in the medical field.

Gone are the days of state distribution and appointment of young specialists to certain institutions. Now the concern for employment has been shifted to the shoulders of university graduates themselves, as well as the heads of medical organizations.

Thus, the problem arose of quickly and effectively searching and selecting qualified medical personnel both for public medical institutions and for commercial medical organizations and pharmaceutical companies.

More and more often in recent years, advertisements for the search for medical workers of various specialties are found in the data banks of recruitment agencies and on the pages of Internet resources specializing in the search and selection of personnel. Institutions are looking for heads of medical departments, medical specialists, nursing and junior medical personnel, administrative personnel, purchasing and sales specialists, sales and medical representatives, certification service specialists, pharmacists, etc.

Using the Internet when searching for employees is the fastest way to obtain and disseminate information. The development of modern technologies has made it possible to significantly simplify and reduce the cost of selecting specialists.

Employee search methods for medical institutions

The average fee of a recruitment agency for one hired specialist is from one month’s salary to 25% of the employee’s annual income

Traditional methods of searching for employees in public medical institutions are: interviewing friends, contacting the dean's office of medical universities, publishing advertisements in newspapers and specialized press, contacting recruitment agencies. With the advent and spread of commercial medical services, the social status of doctors gradually began to increase, and recruitment agencies appeared that recruited and employed medical personnel. However, the services of recruiters are not available to every employer. Therefore, today, personnel services of medical institutions have to look for new effective and, in addition, low-cost ways to find personnel.

An analysis of the possibilities and features of the selection of medical personnel using modern Internet recruitment technologies was carried out on the basis of a database of resumes and vacancies published on the leading specialized Internet resource in Russia www.superjob.ru

Using the Internet, you can convey information to a large number of visitors to a particular resource in a few minutes. Placing an ad on a specialized website dedicated to finding a job or employees, and even with the ability to address a specialized audience, increases the quality and speed of selecting candidates several times.

It is this method of personnel selection that seems to be the most appropriate for solving the personnel problems of medical institutions. A wide range of specialized “work” resources, both paid and commercial, allows you to select personnel with the lowest material costs, which is especially important for budgetary organizations. Taking these features into account, the commercial resource www.superjob.ru is conducting a program to provide free access to the service to government organizations working in the social sphere, healthcare and education.

The structured nature of the job catalog presented on the website allows employers to address the target audience when searching for candidates, which significantly increases efficiency and saves time by cutting out unnecessary information. One of the sections of the catalog is devoted to the search and selection of personnel in such areas as medicine, pharmaceuticals, and veterinary medicine.

In order to orient the reader to the features of this resource (which specialists can be found by publishing advertisements on the site, what their professional level, education, skills and “salary expectations” are), we will analyze the information on already published vacancies and resumes in the section of the catalog “Pharmaceutics / Medicine / Veterinary." The chart below shows the distribution of vacancies within this section.

The diagram shows that pharmaceutical personnel services, due to the production nature of the industry, awareness and close connection with new technologies, rely more on modern methods than the personnel departments of medical institutions. (In 2003, requests for veterinarians began to appear on the website superjob.ru, and therefore, in the job catalog, “Veterinary Medicine” was allocated as a separate section, where employers began posting vacancies and resumes began to accumulate.)

Job responsibilities of medical staff of health care facilities. Requirements imposed on him by employers. Salary

Let us dwell in more detail on the subsections “Medicine / Healthcare” and “Pharmaceutics”, which are quite widely represented both on the website superjob.ru and on other well-known Internet resources for searching and recruiting personnel.

What medical institutions and pharmaceutical companies use the services of “working” Internet sites? What kind of personnel do they select from these resources?

The undisputed leaders in the number of published vacancies from direct employers and recruitment agencies are occupied by Moscow and St. Petersburg. The network service is actively used by both commercial organizations and government medical institutions.

Employers' requests include a wide range of medical specialists: dentists, neurologists, radiologists, ophthalmologists, pediatricians, internists, gynecologists, oncologists, dermatologists, family doctors, obstetricians, medical experts, as well as nurses and support staff. Paramedical specialists are in particular demand.

The job responsibilities of these specialists are varied (determined by the area of medical services provided by the medical institution, position and specialization): medical care at home for the assigned contingent, outpatient admission of patients, emergency and emergency medical care, support of insurance claims, consulting clients by phone, working with medical -preventive institutions (health care facilities), consideration of complaints from the insured (for expert doctors), etc.

The age range of candidates most often indicated by employers is 25-50 years; Gender, as a rule, does not matter. As for the requirements for the level of education of an applicant for the position of a specialized doctor, for 100% of vacancies this is a higher medical education and the mandatory presence of a specialist certificate. In addition, for 55% of vacancies it is necessary to have a specialist certificate obtained at primary specialization courses or after completing an internship, and in other cases a document confirming completion of residency in the specialty is required. Half of all vacancies are accompanied by the requirement that the applicant have a certain medical category, as well as clinical experience of at least 5 years.

Requirements for knowledge of a foreign language at a fluent level are contained in 9% of vacancies, and having a certain level of computer skills is required in 27% of applications for open positions.

The table shows the range of starting salary offers from employers in Moscow and St. Petersburg for employees of medical institutions.

Salary level for employees of medical institutions, US dollars

Functions of a medical representative, requirements for him and proposed salaries

Recently, a fairly noticeable trend has been observed: companies producing and distributing medicines, medical instruments and equipment are “looking closely” at medical specialists. They are not averse to hiring former doctors as medical and sales representatives, since no one else will present information about the products so competently and easily, or will select the rationale for the use of certain units of products.

A typical list of job responsibilities of medical representatives: working with medical institutions, pharmacies - providing information about modern medical equipment and medications promoted to the pharmaceutical market by the employing company, conducting presentations, pharmaceutical clubs; at the same time, they are also required to implement an individual sales plan.

The table presents data on salary offers from employers in Moscow and St. Petersburg who posted their advertisements seeking employees for the positions of “Medical Representative for the Promotion of Medicines” and “Medical Representative for the Promotion of Medical Equipment” on the website superjob.ru.

Medical representative salary level, US dollars

As a rule, candidates aged 25-40 years with a higher medical or pharmaceutical education are considered for the position of medical representative. The requirement for a certificate of medical specialist and experience as a practicing physician in the specialty is contained in 40% of advertisements for applicants who will be promoting groups of medicinal products corresponding to their specialization profile. Experience as a medical representative of 1-2 years is one of the main conditions in published vacancies. Employers also mention skills in selling drugs (or medical equipment), making presentations, as well as knowledge of the latest technologies and treatments, materials and drugs.

Almost all candidates must have computer skills at the level of a confident user; a driver's license and their own vehicle are welcome. Fluent knowledge of English is also a prerequisite for occupying a vacant position.

In addition, a medical representative will need in his work such personal qualities as hard work, motivation, independence, initiative, the ability to integrate well into a team, as well as communication skills, responsibility and organization. And competent speech and presentable appearance will serve him well during an interview.

As already noted, the vast majority of job advertisements published on “work” sites are aimed at finding specialists for the capitals. This is explained by the fact that in the regions of Russia the personnel services of medical institutions do not have the opportunity (or it is limited) to use modern information technologies in the field of search and selection of personnel. The currently actively pursued program for computerization and informatization of all medical institutions will make it possible to open and effectively begin to use all possible Internet recruitment channels.

Medical professionals turning to online job search resources

As for specialists looking for work using the Internet, the range of specialties and positions presented here is much wider. Actively looking for work: surgeons, allergists, psychiatrists, dermatologists, ultrasound doctors, epidemiologists, dentists of all profiles, gynecologists, otolaryngologists, cardiologists, family doctors, emergency doctors, acupuncturists, gastroenterologists, neurologists, anesthesiologists-resuscitators, endocrinologists, medical representatives, doctors enterprises, department heads, chief doctors of medical institutions, sales representatives in pharmaceutical companies, pharmacists, pharmacists, veterinarians, etc.

The wide range of specialties of applicants indicates that the staff of medical institutions are much more informed about modern methods of job search than their managers. On the other hand, this allows us to hope that when candidates for managerial positions in healthcare facilities find work, they will select personnel using Internet resources.

The diagram illustrates the distribution within the “Pharmaceuticals / Medicine / Veterinary” section of the resumes of specialists posted for August-September 2004 in the resource base.

This diagram reflects the readiness of medical specialists to use modern methods of job search, namely the Internet.

What age categories of applicants are represented in the "Pharmaceutics / Medicine / Veterinary" section?

The table shows the distribution of resumes of medical specialists posted in the superjob.ru website database for August-September 2004, by age category.

Age of candidates for medical specialist positions

The table shows that active users of the resource are both young professionals (22-30 years old) and those who have already acquired strong professional skills (30-40 years old).

As for the level of education of candidates, 86% of the total number of users posting resumes in this section of the job catalog have higher education, the rest have specialized secondary or incomplete higher education. About 40% of specialists with higher education have a second higher education, completed residency or graduate school.

38% of candidates assess their level of proficiency in a foreign language at a fluent level, 28% know the language at the level of courses or an institute, the rest - within the framework of the school curriculum or do not speak the language. 78% of applicants for positions in medicine and pharmaceuticals have experience in the medical field.

Starting “salary expectations” for specialists in this section of the catalog are based in the range from 50 to 350 US dollars for applicants for positions of mid-level and junior medical personnel and from 200 to 2000 US dollars for candidates for positions of medical specialists. The management team claims to be paid for their labor in the range from 400 to 2000 US dollars. Applicants for medical representative positions are ready to consider offers with a starting salary starting from $300.

Russia's transition to a market path of development inevitably led to the emergence of unemployment, which is an integral feature of a market economy. In these conditions, we must study and apply the rich experience of foreign countries in reducing unemployment and mitigating its consequences, which shows that in the labor market a position of active employment is absolutely necessary, the main goal of which is to promote the speedy return of the unemployed to active work through such various measures such as assistance in finding employment, additional assistance in employment for persons with disabilities in the labor market, organization of public works and temporary employment, development of entrepreneurship and self-employment, vocational training and counseling.

The emphasis foreign countries place on active labor market programs and the reallocation of large shares of their resources to these programs (ranging from 0.4 percent of GDP in the United States and Canada to 2 percent in Sweden) is due to many reasons. Firstly, an active position not only and not so much supports the existence of those who have lost their jobs, but above all encourages the activity of every citizen aimed at finding a job, which, in turn, reduces his dependence on income support through social payments ( and, therefore, reduces the costs of the state budget), and also relieves tension in society associated with the severe mental state of the unemployed (even if they receive fairly high benefits). Secondly, an active position increases labor productivity in general and, in particular, contributes to the structural restructuring of the economy, thereby increasing the efficiency of the use of labor resources, since its main task is to quickly find the employee a workplace where his return will be the highest , that is, a workplace that will optimally suit his mental and physical abilities.

Based on the foregoing, it would be useful to review those measures of active employment in the labor market that are used in foreign countries, as well as a brief analysis of the extent to which it is possible to use similar measures in the Russian labor market. I would like to begin our consideration with the most obvious, but at the same time one of the most effective measures of assistance in employment, carried out by a specialized nationwide service. Its main task is to reduce the time it takes for the unemployed and workers to search for vacancies, as well as to reduce the discrepancy between workers and jobs. The employment service helps employers hire people who best suit their requirements, and workers find a place with better working conditions and/or higher wages.

Thus, the main responsibility of the employment office is to ensure that buyers and sellers of labor meet. An entrepreneur with a vacancy can send an application to the agency, indicating the nature of the work, the required qualifications, etc. An unemployed person or a person who wants to change his job has the right to ask for it at the office, for which he must fill out a registration form. Agency employees conduct the initial selection, matching requests and registration sheets. The employer is not obliged to hire the candidate found for him; an unemployed person can also refuse a job offered to him. In almost all states, employment services are free for both workers and entrepreneurs. The system for collecting and processing data is built on principles common to the entire country, and the information is classified and inaccessible even to the police.

The experience of France is interesting, where employment agencies organize special circles for the unemployed, holding classes 2-3 times a week on the topic “How to look for a job”, where various options for upcoming negotiations with employers and other issues related to the rules of conduct when searching for a job are discussed. The activities of these circles are quite effective: they help 40 percent of those who attend them find a good place for themselves. Despite the fact that the efficiency of the public employment service is high, only a small proportion of vacancies are filled with its help, and these are predominantly jobs requiring low qualifications. Thus, in Sweden, only 35 percent of job seekers come into contact with an employment office. In France, 750 thousand people are employed through government agencies. per year, or 15 percent of the total labor requirement. Even in the United States, where there are 300 job banks covering the entire country, only 5 percent of people get jobs through a hiring assistance service. The fact is that a number of reasons complicate the functioning of agencies. Thus, entrepreneurs with lucrative vacancies and good employees rarely use their services, preferring to look for what they need through relatives and friends or through advertisements and direct contacts. It is estimated that the majority of workers (56 percent) get information about jobs from friends or family. Secondly, employers often do not advertise their vacancies for fear of revealing trade secrets. In this regard, in some countries they are legally required to do this (“Law on mandatory registration of vacancies” in Sweden). Thirdly, difficulties in evaluating both proposed work and workers not only reduce the success of the bureau, but also reduce their prestige. In many cases, private employment agencies are more promising. Finally, the national employment service is often seen as a place to find work for losers, and employers perceive the people sent to them by the agency as the worst part of the workforce. Another common government effort to improve labor market information is the publication of data on future demand for various occupations, which is especially valuable for students deciding which career path to pursue. However, these publications contain a lot of room for error: they provide national averages, while trends in local markets may vary; technological shifts that change the demand for labor are almost unpredictable; and many calculations do not take into account that this demand also depends on wages. As for the basic principles of the Russian employment service, they correspond to international practice. Like employment bureaus in foreign countries, Russian employment service agencies ensure the publication of statistical data and information materials about the supply and demand for labor and employment opportunities. The activities carried out by our employment agencies are undoubtedly useful for many people who are unemployed or seeking to find a new job. At the same time, to the difficulties experienced by employment services in foreign countries, which employment offices in Russia inevitably face, are also added difficulties specific to our country, such as the lack of reliable information systems, including the necessary equipment, software, and stable contacts with employers and workers. In these conditions, it is necessary to significantly increase the scope of labor intermediation using, for example, means such as multifunctional labor exchanges dealing with various professional groups of workers from workers in broad specialties to intellectual workers; various job fairs based on territorial-industrial, social-professional, production-seasonal and other criteria, depending on the situation on the labor market; specialized exchanges designed for specific categories of the population. Currently, the media - press, radio, television - can also play a significant role: it is necessary to issue special bulletins about vacancies, newspapers for those who are looking for a job, booklets that help to answer tests correctly, questionnaires, the filling of which usually accompanies the employment procedure, and instructions for those who are afraid of losing or have already lost their place, containing rules of behavior in the labor market. Vocational training and retraining programs, as many scientists recognize, are the main direction of an active employment position in the labor market, since employment prospects, especially in the context of structural adjustment, are strictly linked to the development of human resources: good education and qualifications reliably protect workers from unemployment. Thus, the share of those temporarily unemployed in the United States among those employed primarily in mental labor is 2-3 times lower than for manual workers, and among those with higher qualifications, the unemployment rate is 4-7 times lower than for others. A similar picture can be seen in Eastern European countries: although unemployment was initially concentrated among skilled workers, the highest levels of unemployment now occur among unskilled workers.

These programs are developed and adopted at the legislative level or implemented through the joint participation of the state and entrepreneurs in organizing professional training and retraining of personnel. They are aimed primarily at people who have lost their jobs due to the fact that their previous profession is outdated, at those who can no longer work in their specialty due to illness, at young people who have not received the necessary vocational education, at women -housewives who decide to return to the labor market. Typically, candidates for training are looked for by the state employment service. She also arranges studies and provides scholarships. Vocational training can take place in special centers or as part of continuing education programs at the enterprise. In the centers, education is structured in such a way as to provide people with a wide range of professions. Its high efficiency is guaranteed by the use of individual plans that take into account the abilities and knowledge of each student, the modular principle of constructing educational programs and modern workshop equipment, including computers. Leading specialists from universities and industrial firms are involved in developing training courses. Faculty are paid at the same level as employees of their class in the private sector. The total duration of training varies from several weeks to 3 years, depending on the degree of complexity of the profession and the individual preparation and capabilities of the student. Such centers can be either public or private.

Abstract: The article examines the peculiarities of the functioning of the labor market for medical personnel working in healthcare institutions in the Moscow region. Currently, this region has both specific features of the functioning of the labor market and properties characteristic of the whole of Russia. The article identifies the main problems of health care personnel policy in the Moscow region from the point of view of economic, legal and social factors. The issues of providing the territory with medical specialists, as well as the staffing of medical organizations in accordance with approved staffing standards are analyzed. Methods for the rational use of human resources in the region's healthcare system are proposed.

Key words: personnel management, labor motivation, human resources, healthcare.

WAYS TO INCREASE THE EFFICIENCY OF THE LABOR MARKET OF MEDICAL STAFF IN THE MOSCOW REGION

The article examines the functioning features of medical staff labor market in the Moscow region. Nowadays this region has both peculiar features and characteristic common for all Russia. The article highlights the main problems of personnel policy of health care in the Moscow region from the point of view of economic, legal and social factors. Furthermore, there are also analyzed the questions of penetration of the territory by medical experts, and also completeness of the medical organizations staff according to the approved regular standards. To conclude, the author offers several methods of rational use of personnel resources of health system of area.

Key words: HR management, motivation, human resources, health care.

The labor market is a system of social relations that reflect the level of development and the balance of interests achieved at a given period between the participants present in the market: employers, employees and the state.

Issues of the labor market for medical workers are the most pressing today.

Staffing issues have been an important part of government policy for many years, including in the field of healthcare. At the same time, many issues of personnel policy require further in-depth study.

The peculiarities of the labor market in healthcare consist in the specific training of medical personnel, the presence of a very narrow specialization of workers, and the continuous training of sufficiently experienced personnel. Also, the labor market in healthcare is characterized by the fact that there is no unemployment, there is a constant shortage of labor resources with full staffing of healthcare organizations. The degree of intensity, the amount of work performed, as well as the income of medical workers depend on the features of the implemented compulsory health insurance system.

A special feature of the Moscow region is the significant volume of pendulum labor migration of the workforce.

Due to the higher level of wages provided by the package of social services, proximity and transport accessibility, up to 30 percent of the economically active population of a number of districts of the Moscow region adjacent to the capital are employed in organizations in the city of Moscow.

In turn, the Moscow region remains a fairly attractive region for qualified labor resources from other constituent entities of the Russian Federation, mainly from the regions that are part of the Central Federal District, as well as countries of the Commonwealth of Independent States (CIS) and foreign countries. This is due to the relatively higher standard of living of the population of the Moscow region.

The number of labor resources in the Moscow region is more than 4 million people, of which medical personnel working in healthcare institutions in the region amount to almost 110 thousand people.

The effective development of the healthcare system in the Moscow region largely depends on the state of the professional level and quality of training, rational placement and effective use of medical and pharmaceutical personnel, as the main healthcare resource.

Medical care to the population of the Moscow region is provided by 495 state, municipal and private healthcare institutions, including 2 clinical research institutes. To provide inpatient medical care in the Moscow region, more than 50 thousand beds have been deployed; the planned capacity of outpatient clinics is almost 138 thousand visits per shift.

Strengthening and expanding the network of healthcare institutions in the region, equipping them with the latest equipment and medical equipment helps improve working conditions. Measures are being taken purposefully to increase wages for healthcare workers; laws of the Moscow Region have been adopted providing for measures to provide preferential payments for living space and utilities for healthcare workers of certain categories. At the municipal level, additional decisions are being made to improve the social protection of healthcare workers at the expense of municipal budgets.

However, the shortage of medical personnel is about 40 percent amid an increase in the medical staffing ratio. In the Moscow region, there is an increase in the number of medical personnel: the number of doctors increased during 2015 by 1,514 people, paramedical workers - by 1,244 people. The number of obstetricians-gynecologists, anesthesiologists-resuscitators, clinical laboratory diagnostics doctors, neurologists, neonatologists, ophthalmologists, pediatricians, local doctors (internists and pediatricians), surgeons, traumatologists-orthopedists, radiologists, oncologists, doctors of other specialties). The number of nurses, district nurses, midwives, and paramedics in the emergency medical service has increased.

In accordance with the Moscow regional program of state guarantees for the provision of free medical care to citizens, the standard for the provision of the population with doctors is 34.8 (people) per 10,000 population, and the standard for the provision of the population with paramedical workers is 68 per 10,000 population. The physician staffing ratio remained at the 2014 level - 31.6 in 2015; average health workers - increased from 66.3 in 2014 to 71.2 in 2015.

The provision of the population with doctors of clinical specialties remained at the level of 20.9 due to population growth in the Moscow region. The ratio of doctors and paramedical workers was 1:2.25. The part-time ratio of medical workers decreased from 1.55 in 2014 to 1.49 in 2015.

Staffing of full-time positions of doctors is 89.6% (2014 - 89.9%), nursing staff 92.4% (2014-93.1%), the shortage of doctors decreased from 43.8% in 2014 to 39.9% in 2015 and amounted to 15,429 units, including: - in outpatient clinics - 37.3% (8,024); - in inpatient facilities - 37.9% (5453); - in the emergency medical service - 56% (1156); - local therapists - 37% (1015); - local pediatricians - 25.6% (411).

In 2015, there was an increase in paramedical workers - the shortage of paramedical workers decreased by 2.4% and amounted to 33.7%. Taking into account part-time jobs, the number of vacant positions is: - doctors – 3583 positions; - paramedical workers – 5920 positions. Despite the achieved high increase in physical medical and paramedical personnel, there remains a high proportion of working medical workers of retirement age (doctors - 30.9%, paramedical workers - 25.2%), which will create the preconditions for a further increase in the existing deficit. In this regard, the task of reducing the part-time ratio of medical workers to the recommended level - no higher than 1.3 - becomes especially urgent.

In order to reduce the shortage of medical personnel, cooperation continues with seven higher educational medical institutions on targeted training of medical personnel for the Moscow region: First Moscow State Medical University named after. THEM. Sechenov, Russian National Research Medical University named after. N.I. Pirogov, Moscow State Medical and Dental University, Ryazan State Medical University named after. Academician I.P. Pavlov, Tver, Ivanovo and Yaroslavl state medical academies.

For admission to the above seven medical universities in 2015, the Ministry issued and issued 1,205 targeted directions (2010-596) to applicants. Based on the results of the admission exams, 343 students were admitted to the above-mentioned higher education institutions in 2016 (146 in 2010).

To obtain postgraduate education and further work, 290 graduates of higher medical educational institutions arrived in the Moscow region in 2015, of which 161 were registered for internship (in 20 specialties), and 129 were sent for training in a targeted residency.

The peculiarities of providing health care personnel in the Moscow region predetermine the need for the formation of additional mechanisms for securing personnel in the workplace, the development of contractual relations between the employer and graduates of higher and secondary medical educational institutions, as well as specialists with work experience, in the interests of the functioning of the industry.

The quality of the qualification level of personnel, their professional training and retraining plays a special role in the conditions of modernization and structural reform of healthcare.

In 2015, 1,869 doctors and 6,423 paramedical workers were certified for qualification categories (2014 – 1,927 and 6,415). The share of medical workers who passed certification was 10.3% (doctors - 8.1%, paramedical workers - 12.65%). The share of doctors with qualification categories from the total number of doctors was 39%, and paramedical workers - 60.3% (2014 - 40% and 63.2%). The strategy for the development of the system of additional professional education is based on the need for training, retraining and advanced training of personnel, taking into account the structural restructuring of healthcare and its need for specific specialists. The scope of postgraduate training should be formed on the basis of relevant orders from health authorities and institutions.

The main task for the coming period is the organization of postgraduate training for the development of the institute of general (family) practice doctor, the advanced training of local therapists, local pediatricians, and local nurses provided for in the established order.

The quality control system for training specialists at all stages of continuing education should be further developed.

Organization of healthcare human resources management in accordance with the principles and requirements of the modern theory of scientific human resource management, as well as at the present stage, is a necessary condition for maintaining and developing the healthcare personnel potential of the Moscow region, taking into account the peculiarities of its staffing.

The effectiveness of personnel policy and the healthcare human resources management system directly depends on maintaining a high professional level of management, the formation of a reserve of managers with the necessary organizational skills and modern knowledge in the field of management.

The need to conduct a comprehensive system analysis of the structure, activities and provision of all levels of healthcare with human resources, taking into account both their quantitative composition and the quality of training, requires increased coordination of management activities at the regional and municipal levels.

One of the most important areas of activity affecting the retention and successful replenishment of medical personnel is the further improvement of the socio-economic situation and standard of living of healthcare workers.

A necessary condition for increasing the motivation of specialists for high-quality work results and attracting highly qualified personnel should be considered to improve the quality of the working environment, including issues of wages, the creation of appropriate working conditions and the use of working time.

The strategic direction of reforming the remuneration system in healthcare is preparation for the transition to sectoral remuneration systems, the construction of which is based on the transition from estimated financing to financing based on the final result.

Currently, the region's healthcare system is completing a course of modernization. Measures are being provided to strengthen the infrastructure of medical organizations and introduce modern medical and information technologies. New requirements arise for the provision of the regional healthcare system with medical personnel - their number, composition, intra-resource ratio.

According to the study, in the dynamics of observation, an imbalance was revealed between the volumes of the number of medical (increasing) and nursing (decreasing) personnel.

The staffing of institutions with medical personnel is often ensured by combining positions. The availability of primary contact (local) doctors is decreasing. However, the staffing situation in terms of the supply of local pediatricians in the region is more favorable; there has been an increase in the absolute number of working general practitioners.

The analysis shows that there remains a huge shortage of personnel in the healthcare industry, which is further aggravated by a significant personnel imbalance: between primary care doctors and specialist doctors, between medical and diagnostic doctors, between doctors and paramedical personnel.

The Health Care System Modernization Program being implemented in the Russian Federation was a kind of indicator that revealed serious problems with the provision of qualified personnel to medical organizations. In the context of re-equipping medical and preventive healthcare institutions with new modern equipment, introducing new technologies, standards and treatment protocols, there is a shortage of professionally trained medical workers.

The shortage of personnel remains, despite the fact that in the Moscow region almost all social support measures for medical workers have been preserved.

It seems absolutely timely that the decision was made to develop a set of measures to provide the healthcare system with medical personnel, which provides for the adoption in the constituent entities of the Russian Federation of programs aimed at improving the qualifications of medical personnel, assessing the level of their qualifications, gradually eliminating the shortage of medical personnel, as well as differentiated measures of social support medical workers, primarily the most scarce specialties, in accordance with Decree of the President of the Russian Federation of May 7, 2012 No. 598 “On improving state policy in the field of healthcare.”

In addition, it is proposed to introduce a new approach to the medical personnel planning system, legally obliging graduates of medical and pharmaceutical universities who studied on a budgetary basis at the expense of the state, including in targeted areas of the subjects, to work in any state or municipal healthcare institutions for three ( perhaps five) years.

Thus, to improve the efficiency of the labor market for medical workers in the Moscow region, it is necessary to: optimize the planning of staffing levels and the structure of healthcare personnel, improve the training and continuous professional development of medical workers, and effectively manage human resources in healthcare.

Bibliography

1. Decree of the Government of the Moscow Region dated December 26, 2014 No. 1162/52 “On the Moscow regional program of state guarantees of free medical care to citizens for 2015 and the planning period of 2016 and 2017” http://mz.mosreg.ru/dokumenty/zakonoproektnaya -deyatelnost/

2. Materials of the Board of the Ministry of Health of the Moscow Region “On the work of the healthcare system of the Moscow Region in 2015 and tasks for 2016” http://mz.mosreg.ru/struktura/kollegiya/

3. Medical personnel: main directions for improving postgraduate training / Textbook - Pr. No. 3 dated November 27, 2013 _2014 30s.

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