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Main functions

The labor market is characterized by two main functions in which its significance is manifested:

social function means ensuring a decent standard of living for the population by providing employees with wages and other guarantees. Also here we are talking about the quality of education, which should ensure the replacement of qualified personnel.
economic function is to provide the production and non-production sphere with a sufficient number of personnel to achieve the maximum effect.

The role of the labor market

More narrowly, the essence of the labor market can be reflected in the following functions:

the establishment of wages for labor, which occurs under the influence of the balance of supply and demand;
determining the conditions under which hiring and firing are carried out, thus avoiding discrimination;
formation of norms regarding safety and working conditions;
education and advanced training in the case when production reaches a fundamentally new level.

Supply and demand

The main categories by which the labor market can be characterized are supply and demand. So, the first concept implies the number of workers of a certain specialty and qualification required at the moment. It is worth noting that, as in the case of the goods market, demand begins to decline as the average wage rises.

Speaking of labor supply, it must be said that this is the number of able-bodied population that is ready to start work. This indicator is also characterized by the qualifications and level of education of potential personnel. Unlike demand, the supply of labor will rise steadily as the average wage rises.

Features of the labor market

Most people are accustomed to apply the concept of "market" only to the economic environment where it is a question of buying and selling certain goods. However, this category also applies to the labor force. Thus, the features of the labor market can be described as follows:

self-regulation of this mechanism occurs on the assumption that relationships in the economic environment are free and based on the priority of private property;
each person has the right to independently choose the place and type of work, and no one has the right to force him to do anything (exceptions are forced labor assigned by the verdict of the courts);
each participant in labor relations has the full right to start his own entrepreneurial activity both independently and on the basis of partnerships (in this case, he later becomes an employer himself).

The labor market in Russia

In each individual state, working relations are built according to approximately similar principles, but with their own specific points. Thus, the development of the labor market in Russia under the influence of various political and historical processes, which determined some of its features. Before the collapse of the USSR, this area was completely under the control of the state, which excluded such concepts as "shortage of personnel" and "unemployment". With the collapse of the Union, the situation in the economy deteriorated sharply, which led to crisis phenomena and a sharp reduction in the number of employed citizens. Nevertheless, after going through a long period of rehabilitation, the labor market began to return to its normal state again, which is reflected in the balance of labor supply and demand.

An analysis of the labor market, based on statistical data and sociological research, indicates that at the moment the number of unemployed citizens does not exceed 5%, which is a completely acceptable indicator. Nevertheless, it is averaged, and therefore does not provide absolutely objective information. The fact is that unemployment in a number of regions is much more significant, which is due to natural conditions, geographical location and lack of industry.

The main problems of the domestic labor market

The labor market in Russia can be characterized by the presence of a number of significant problems. The main ones can be considered the following:

Millions of labor migrants arrive in the country every year. Considering that their requirements for wages and working conditions are much more modest than those of citizens of the state, it is quite natural that employers prefer them. This situation is mainly observed in the market of unskilled labor.
Mismatch between demand and supply of labor force. This is not only about quantitative indicators. The main problem is that employers cannot offer job applicants the desired level of remuneration. This leads to a decrease in the income of the population, as well as to a drain of qualified personnel who find suitable conditions in foreign companies.
It is quite difficult for citizens from regions with a high unemployment rate to find a job in other areas. This is due to the fact that in almost all organizations, a prerequisite for employment is the presence of a local residence permit or temporary registration.

Legislative regulation

The main legislative act on the basis of which the labor market is regulated is the Law "On Employment of the Population of the Russian Federation". It highlights the following points:

the procedure for recognizing citizens as unemployed and their respective registration;
promoting the realization of the right to work;
the main postulates of state policy regarding the functioning of the labor market;
measures to improve the situation in the field of employment;
the order of activity of employment services in the regions;
defining the rights and obligations of all participants in the labor market;
the procedure for compiling and analyzing statistical reporting;
labor rights granted to special unprotected categories of citizens.

In addition to the above law, working relations are also regulated by the Labor and Civil Code.

Structure of the labor market

The modern labor market is characterized by a rather complex structure, which includes the following elements:

subjects of labor relations, which are applicants for a certain position, as well as directly employers;
market conditions, which is a combination of supply and demand, as well as working conditions, average wages, education and qualifications;
legislative acts that contain norms governing labor relations;
state bodies authorized to resolve issues related to employment;
alternative employment, which may be expressed in temporary work or part-time employment;
a system of social guarantees for the unemployed, as well as people unable to work due to physical condition or due to old age;
educational and informational component aimed at training and retraining of personnel reserves, as well as improving their qualifications.

Competitive labor market model

The labor market, functioning on the basis of a model with pure competition, is characterized by the following features:

the number of firms operating in the industry is quite large, and therefore there is a high level of competition for labor resources;
the number of employees of certain qualifications applying for similar positions is also at a significant level;
the current market situation does not give any party of labor relations the opportunity to dictate conditions regarding wages.

Thus, the system is regulated independently based on market conditions. An increase in the average wage provokes an increase in supply and a decrease in demand. And vice versa.

Monopoly in the labor market

In order for the labor market to be considered monopolistic, it must have a number of mandatory features, namely:

the bulk of workers of a certain specialty and qualifications are concentrated in a single organization;
employees do not have the possibility of alternative employment (this may be due to economic and geographical features, as well as the specifics of the education received);
all rights and powers regarding the setting of wages belong exclusively to the hiring company (figures can vary significantly depending on the number of employees).

A similar situation is typical for small and remote settlements, where there is only one city-forming enterprise or there is a tense situation in terms of employment. The activities of such firms should be monitored by trade unions in order to prevent violations of the rights of the working population.

international experience

The goal of most advanced economies in the world (American, Japanese and many others) is absolute (or full) employment, and the labor market in this case will be considered optimal. To achieve this goal, the following activities are often used:

support for emerging firms, as well as tight control of large organizations in order to somehow equalize the wages they can offer applicants;
a rule follows from the previous provision, which obliges enterprises to be solidary in the policy of wages (for example, small organizations overestimate this indicator, while large ones, on the contrary, somewhat underestimate it);
entrepreneurs receive some benefits and subsidies, in exchange for which they undertake to hire unqualified personnel with decent pay and working conditions;
those sectors of the economy that produce socially significant products or services receive comprehensive state support even in the event of unsatisfactory economic results.

It should be noted that the labor market is not static, but is prone to constant changes. They can occur both under the influence of market factors, and as a result of intervention by state bodies.

Keywords: labor market, labor force, employment, unemployment, unemployment benefit, employment.

In the modern world, the labor market operates on the same principles as the market for goods and services. But its main difference is that a special commodity is sold here - labor power.

The labor market is a set of economic relations between employers and employees, carriers of the labor force. This market serves as one of the criteria, the state of which allows assessing the national well-being, stability, and the effectiveness of the socio-economic development of the state.

The state of the modern labor market in Russia in recent years has been particularly strongly affected by political events and economic phenomena. Events occurring both within the country and abroad matter.

At present, the Russian labor market has a significant number of serious problems that require the highest quality and quickest possible solution. These problems include:

1) an increase in the number of unofficial workers, the growth of shadow employment, which does not allow to see and analyze the full picture of employment in the country, reduces the amount of taxes received by the budget;

2) an increase in the number of refugees and migrants due to the political situation in the world who need employment, which often leads to an increase in unskilled labor in the country;

3) low wages in most regions of the country;

4) growth in the number of unemployed citizens;

5) hidden unemployment - serious differences between the officially registered number of unemployed and the total number of unemployed, which does not allow to fully track the state of the labor market;

6) a rather low level of unemployment benefits - according to the Ministry of Labor in 2016, its size at the maximum rate is 4900 rubles. , which is almost 2 times less than the subsistence minimum, which in the whole country in the first quarter of 2016 amounted to 9776 rubles;

7) an excess of labor force due to a reduction in production;

8) deep territorial differentiation of employment: the unemployment rate in economically active and depressed regions differs by dozens of times.

Thus, there are quite a lot of problems in the modern Russian labor market. And the most important of them remains unemployment.

Unemployment is the main component of the modern labor market. It is an integral part of the economy of any country, regardless of whether it is a developed or developing country. The only difference is what level it is. The unemployment rate is defined as the ratio of the number of unemployed to the labor force, or as the ratio of the share of the employed who lose their jobs every month and the sum of this share with the share of the unemployed who find work every month.

According to the definition of the International Labor Organization, a person aged 10-72 years (in Russia, according to the methodology of Rosstat, 15-72 years old) is recognized as unemployed if, during the critical week of the survey of the population on employment problems, he simultaneously: had no job, was looking for a job and was ready to get to work.

In accordance with the data of the Federal State Statistics Service for the last 4 years from 2012 to 2015. the unemployment rate practically does not change and remains at the level of 5.5%, which is an improvement compared to the results of previous years, when from 2000 to 2011 the unemployment rate did not fall below 6% and reached 8-10%. This indicates a noticeable improvement, the gradual adaptation of our country to the conditions of a market economy, even despite the difficult geopolitical situation, which has a strong impact on the economy of our country.

The unemployment rate is also different in different social groups. There is a relationship between unemployment and the level of education of the population. So, in 2015, the largest share among the unemployed (29.5%) was made up of people who completed only 11 classes at school, followed by those who have a secondary vocational education (20.7%), and only after them are citizens with higher education (19.7%). This proves the undoubted importance of education in the process of employment.

The leading role in improving the situation on the labor market belongs to the state, as it is able to regulate employment throughout the country through various measures.

Options for solving the above problems can be: increasing the number of jobs by opening new enterprises and resuming the activities of old ones; improvement of legislation in matters of regulation of the labor market; increase in the amount of unemployment benefits; ensuring professional and territorial mobility of labor market participants; improving the quality of vocational education, providing opportunities for retraining specialists, conducting professional courses for citizens registered with employment centers; effective system of employment of young specialists .

For the Penza region, it is proposed: to conduct a special course of regional youth employment policy aimed at overcoming the situation of pent-up demand for the labor of young specialists in the market; creation of conditions for integration into the local labor market, taking into account the long-term needs for labor resources of foreign labor, but on the basis of the principle of priority use of local labor potential; development of infrastructure in rural areas, farming; renewal of the industrial base, equipment of enterprises; salary increase in
in line with the growth of labor productivity.

Thus, the modern labor market in Russia has many acute problems, such as unemployment, a large number of unskilled migrants, a significant level of shadow employment, etc. The state pursues an active policy in the field of support and assistance in matters of employment, employment of citizens. Thus, by the Decree of the Government of April 15, 2014, the state program of the Russian Federation "Promotion of employment of the population" was approved. It includes various activities that should help speed up the solution of labor market problems.

List of sources used

1. Skvortsova, V. A. Microeconomics: textbook / V. A. Skvortsova, I. E. Medushevsky, A. O. Skvortsov: ed. prof. V. A. Skvortsova. - Penza: Publishing House of PGU, 2015. - 482 p.
2. Kakushkina M. A., Bocharova N. V. Russian labor market: realities of the present // Uchenye zapiski Tambovskogo otdeliya Rosmu. - 2015. - No. 4. - P. 1-7.
3. Official website of the Ministry of Labor and Social Protection of the Russian Federation - URL: http://www.rosmintrud.ru.
4. Official website of the Federal State Statistics Service - URL: http://www.gks.ru.
5. Macroeconomics: textbook / T. A. Agapova, S. F. Seregina. - 10th ed., revised. and additional - M.: Moscow Financial and Industrial University "Synergy", 2013. - 560 p.
6. Grigoryan M. E., Arutyunov E. K. The labor market at the present stage of development of the Russian economy // International Journal of Experimental Education. - 2014. - No. 10. - P. 112-114.
7. Labor force, employment and unemployment in Russia: statistical collection / Information and publishing center "Statistics of Russia". - 2016. - 146 p.
8. Efimov O. N. Russian labor market: problems and trends [Electronic resource] - http://sci-article.ru/stat.php?i=1448300971.
9. Leskina O.N. Priorities of youth policy in modern Russia // NovaInfo.Ru. - 2015. - V.2. No. 30. - P.49-52
10. Leskina O.N., Novikova I.V. Problematic aspects of regional labor markets (comparative analysis of the Amur and Penza regions) // In the world of scientific discoveries. - 2013. - No. 8 (44)
11. Official website of the Federal Service for Labor and Employment Rostrud - URL: http://www.rostrud.ru.

Scientific article on the topic “The main problems of the labor market in modern Russia” updated: February 5, 2018 by: Scientific Articles.Ru

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vocational education

Faculty - IDO

Direction (specialty) - 080100 Economics

Department - Economics

RUSSIAN LABOR MARKET: PROBLEMS AND

DEVELOPMENT PROSPECTS

(Theme of the final qualifying work)

Final qualifying work

for a bachelor's degree

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

group number) (signature) I.O. Surname

Head _______________ S.A.Dukart

_______________________ (signature) I.O. Surname

position, academic degree

Consultant:

on ____________________

Allow for protection:

Department head

G.A. Barysheva

(signature)

Tomsk - 2009

Federal Agency for Education

State educational institution of higher

vocational education

"TOMSK POLYTECHNICAL UNIVERSITY"

Department of Economics

affirm

Department head

G.A. Barysheva

for graduation qualification work

student Belova Lyudmila Aleksandrovna

1. The theme of the final qualification work: The Russian labor market: problems and development prospects was approved by the order of the rector (order of the dean) No. dated "__" ___20__

2. The term for the student to submit the finished work to the department

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

(list of issues to be developed):

5. List of graphic material

Tables, diagrams, drawings, cartographic material _________

6. Date of issue of the task for execution

graduation qualification work: "___" ______ 20__

Head S.A. dukart

The task was accepted

L.A. Belova

______________ "___" ______ 20__

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

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

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

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

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

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

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

Introduction

1. Essence and specifics of the labor market

1.1 Definition of the labor market

2. The Russian labor market in 1999-2000

2.3 Analysis of the labor market of the Kemerovo region

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

3.1 Measures to support the labor market

3.2 Prospects for the development of the Russian labor market

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

Conclusion

List of used literature

Annex A Employed population of the Kemerovo region by main activities

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

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

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

Introduction

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

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

Article 37 of the Constitution of the Russian Federation establishes that every citizen has the right to be protected from unemployment. Article 2 of the Labor Code of the Russian Federation stipulates that one of the principles of legal regulation of labor relations and other directly related relations is, among other things, protection against unemployment and assistance in finding a job. The normative act that defines the legal, economic and organizational foundations of the state policy to promote employment of the population, including the state guarantees for the implementation of the constitutional rights of citizens of the Russian Federation to work and social protection against unemployment, is the Law of the Russian Federation "On Employment in the Russian Federation".

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

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

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

The goal set required the solution of the following tasks:

Define the labor market;

To reveal the economic mechanism of the functioning of the labor market;

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

To identify the features of the formation of the all-Russian labor market;

To study the problems of the Russian labor market;

Conduct an analysis of the labor market of the Kemerovo region;

Consider government measures to support the labor market;

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

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

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

1 Essence and specifics of the labor market

1.1 Definition of the labor market

For more than a century and a half, there have been discussions about what is a commodity - labor power or labor, and hence the question arises, what is the correct name for this market in which this product is sold - the labor market or the labor market?

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

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

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

At the same time, there is no opportunity for the owner of the labor force to get a certain job in which he can work, show his abilities and earn the money he needs to reproduce his labor force. For the owner of the workplace, there are economic conditions for making a profit. Consequently, economic relations of employment arise between the seller of labor power and the owner of the workplace and means of production. Therefore, these relations determine the true content of the labor market as an employment market.

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

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

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

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

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

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

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

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

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

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

What is the essence of the labor market? The labor market is a complex of social and labor relations regarding the conditions for hiring and using labor force. The main, most significant of them is the attitude towards the exchange of a functioning labor force for means of subsistence, for real wages (that is, for means of subsistence, taking into account their prices). Means of subsistence in this case refers to food, clothing, shoes, housing, medicines, transportation costs, etc. They do not include luxury items.

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

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

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

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

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

Figure 1 - Elements of the labor market

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

1.2 The mechanism of the functioning of the labor market

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

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

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

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

The demand for labor is inversely related to wages. With an increase in the wage rate, ceteris paribus, the entrepreneur, in order to maintain equilibrium, must correspondingly reduce the use of labor, and with its decrease, the magnitude of the demand for labor increases. The functional relationship between wages and the volume of labor demand is expressed in the labor demand curve (Figure 2).

Figure 2 - Labor demand curve

On the x-axis is the amount of labor required (L), and on the y-axis is the wage rate (w).

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

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

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

Figure 3 - Labor supply curve

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

Figure 4 - Individual labor supply curve

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

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

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

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

The question of which effect (substitution or income) is stronger at a given level of wages does not have a precise answer, since it is determined by the different reactions of individuals and groups of people to wage increases. For one person, $3,000 a month is the limit beyond which he would not work overtime, even if they were paid at higher rates. For another, even $10,000 a month is not enough to choose leisure over work. “You won’t earn all the money,” says a Russian proverb, but the value of “all the money” for each person is a purely individual concept.

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

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

1.3 Types of labor markets and their segmentation

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

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

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

In modern conditions, the current labor market in Russia is a very complex structure formed by two interrelated areas that carry different functional loads, differ from each other in the ways and forms of accumulation of labor reserves, its organization and regulation, as well as the nature of the impact on production efficiency. According to the above signs, the labor market in Russia can be divided into open and hidden.

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

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

In connection with segmentation, the theory of the duality of the labor market arose, which proposes dividing it into primary and secondary markets. At the same time, different economists interpret these concepts in different ways. Some believe that the primary market contains stable, well-paid jobs, jobs with career growth opportunities, jobs related to highly skilled labor, etc. In the secondary market, on the contrary, low-paid and unstable jobs are presented, wages are low, there is no opportunity for promotion etc.

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

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

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

The external labor market is a system of social and labor relations between employers and employees on a country, region, and industry scale. It involves the primary distribution of workers according to the areas of application of labor and their movement between enterprises. The external labor market is largely realized through staff turnover.

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

Figure 5 - Mechanism of interaction between elements of internal and external labor markets

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

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

2) functional, assuming flexible modes of work and employment, changes in wage systems.

Knowledge of these characteristics of the labor market makes it possible to analyze its study in all its diversity and, on this basis, to pursue a targeted employment policy.

2 Russian labor market in 1990-2000s

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

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

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

Another aspect of the imbalance of the labor market is the overestimated need of the population for jobs due to low incomes and lack of cash savings, as well as the increased influx of people of retirement age, women with children into the labor market due to these reasons, which worsens the composition of the employed and creates a mismatch between professional and qualification characteristics of the economically active population, the structure of jobs and trends in its change.

At the same time, the factors and specific features of the formation of the all-Russian labor market have an impact on current trends and conditions for employment of the population, which manifest themselves as follows:

The formation of the labor market in the context of a systemic crisis that engulfed all aspects of public life and manifested itself, first of all, in a decline in production, lack of investment, massive non-payments and an increase in the gap in income levels of the population, led to a decrease in employment and the emergence of such a category of people who are unemployed. activities as unemployed. The number of people employed in the economy decreased from 71.2 million people in 1992 to 69.1 million people in 2006, or from 94.8 to 93.8% of the economically active population. And the share of the unemployed according to the ILO methodology for this period increased accordingly from 3.9 million people to 5.3 million people, or from 5.2 to 6.3% of the economically active population.

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

The reduction of investment in the renewal of fixed production assets, the decrease in control over labor safety, as well as the lack of requirements to increase production efficiency, lead to worsening working conditions, the accumulation of excess labor in production with underutilization of existing production capacities. For the period from 1990 to 2005. the level of fatal occupational injuries per 1,000 workers decreased slightly from 0.129 to 0.124, or by 5.3%. At the same time, a surplus labor force was accumulating, taking the form of hidden unemployment.

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

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

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

The underpricing of labor that existed earlier and intensified during the period of market transformations is now manifested in unreasonable intersectoral and interprofessional disproportions in the level of wages, which generally negatively affects the level and quality of life of the population in Russia. The average monthly nominal wages of workers employed in industry in 2005 were 2.6 times higher than the wages of workers in the agricultural sector, and the wages of workers employed in the extraction of fuel and energy minerals were 5.4 times higher than wages light industry workers.

A significant impact on the correspondence between the supply and demand of the labor force in terms of the professional qualification structure is exerted by migration processes, which determine the influx of low-skilled people into Russia and the outflow from it in the form of a “brain drain” of highly skilled labor.

2.2 Problems of the Russian labor market

At the present stage of economic development, there are real prerequisites for the implementation of the strategic goals of the country's development: improving the welfare of the population and reducing poverty through the development of effective employment, which ensures dynamic and sustainable economic growth. However, the situation in the all-Russian labor market is still characterized by a number of problems that need to be addressed, which include:

The low economic efficiency of employment in Russia, which manifests itself in lagging behind developed countries in terms of labor productivity, the presence of significant amounts of excess employees in enterprises (especially auxiliary and administrative units), involuntary part-time employment, hidden unemployment and the shadow labor market, the production of an uncompetitive product that is not finds sales in the market;

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

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

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

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

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

The presence of illegal labor migration;

Low competitiveness of the labor force in the global labor market, which hinders external labor migration.

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

According to monitoring data, as of the end of November 2008, the number of unemployed citizens registered with the employment service was 1,293,000 people.

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

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

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

The number of employees who were granted leave at the initiative of the administration is 58,809 people.

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

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

Introduction

At the moment, this topic is very relevant, since the labor market is the most important element of a market economy. In connection with the decline in production in the 90s in Russia as a whole, the situation on the labor market became tense and unstable. So in our life there was such a negative phenomenon as unemployment. Unemployment has serious social consequences, since work is, on the one hand, a source of income, and on the other hand, a means of self-affirmation of a person in society. This explains the relevance of the chosen topic.

The purpose of the work is to analyze the labor market, as well as identify problems and ways to solve them.

The object of the study is Russia (the Russian labor market).

The subject of the study is indicators characterizing the state of the labor market.

In accordance with the goal, the following tasks were set and solved:

· Consider the theoretical aspects of the essence, structure and functions of the labor market, its specifics and features at the present stage;

· Identify problems in the Russian labor market;

· Assess the state of the labor market in Russia today.

The work used the works of K. Marx, J. Keynes, A. Pigou and P. Heine, as well as statistical data from the server of the Federal State Statistics Service.

The course work consists of an introduction, three chapters, a conclusion, a list of references and an application.

1. LABOR MARKET: THE THEORY OF THE QUESTION

1.1. The essence of the labor market

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 the labor force, but are also endowed with specific features: psycho-physiological, social, cultural, religious, political, etc. These features have a significant impact on the motivation and degree of labor activity of people and are reflected in the state of the labor market as a whole.

On the labor market, the value of the labor force is assessed, the conditions for its employment are determined, including the amount of wages, working conditions, the possibility of obtaining education, professional growth, job security, etc. The labor market reflects the main trends in the dynamics of employment, its main structures (sectoral, vocational, demographic), i.e. in the social division of labor, as well as the mobility of the labor force, the scale and dynamics of unemployment.

The labor market is a mechanism for establishing 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 subsystems of the market. For example, in order to be in demand, the labor force must have a certain combination of physical, mental and professional abilities. Realizing these abilities in the production process, it must be constantly reproduced. It depends, in particular, on the state of the consumer goods market. There should be competition in the labor market as the main driving force for improving the employee's ability to work.

The circle of sellers in the labor market is extremely diverse. It includes a miner who is hired to mine coal underground, and a rock singer who signs a contract to hold concerts, and a scientist who receives money to conduct research that the customer needs, and a minister who is paid by the state to lead a certain field of activity.

Feeling the need for constant reproduction, and each time at a new, higher level, the bearer of the labor force is looking for only such 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, the social and economic development of society will take place, based on the market activity of workers offering their labor force, on the one hand, and employers, on the other.

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. (Appendix No. 1 clearly shows the classification of labor markets).

1.2. Labor market infrastructure

It seems that the concepts under consideration, complementing each other, give a general picture of the functioning of the labor market. It is believed, in particular, that the qualification of an employee is always acquired before he enters the labor market, and this is far from always true, since in many cases an employee receives a qualification already at work, i.e. after hiring. This means that it is rather difficult to assess its potential in the market.

Another postulate states that the productivity of human labor is known in advance. But this is not the case either, since there are many methods of motivation that can increase labor productivity. It is also obvious that not only wages serve for the worker as a sufficient assessment of his work and a reflection of the degree of his satisfaction with his position in production and in the labor market. It also calls into question the simplistic market-price approach to man. It is very difficult to assess the potential of a person in the labor market also because in the labor process the main contribution to production in most cases is achieved through not individual, but collective efforts.

Thus, the labor market, generally obeying the laws of supply and demand, according to many principles of the mechanism of its functioning, is a specific market that 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 power - wages.

In real economic life, the dynamics of the labor market is influenced by a number of factors. Thus, the supply of labor force is determined, first of all, by demographic factors - the birth rate, the growth rate of the working-age population, its gender and age structure. In Russia, the average annual population growth rate has dropped sharply from about 1% in the 1970s and 1980s. to minus values in the 90s. On the demand side, the main factor influencing the dynamics of employment is the state of the economic situation, the phase of the economic cycle. In addition, scientific and technological progress has a serious impact on the need for labor force.

Although much attention is currently paid to the study of labor infrastructure, nevertheless, certain issues require close study. First of all, the concept of labor market infrastructure requires clarification, the establishment of the relationship and subordination of the elements of the labor market infrastructure, their classification.

In the economic literature, the concept of labor market infrastructure is interpreted as follows:

1. a set of institutions and organizations, state and commercial enterprises and services that ensure its normal functioning

2. The infrastructure of the labor market includes labor exchanges, state systems for recording the demand for labor, retraining of personnel, regulation of migration, subsidies to the population, etc.

3. a set of institutions to promote employment, vocational training and retraining of personnel, vocational guidance of the able-bodied population. It includes a whole network of employment funds, labor exchanges (employment centers), centers for training and retraining of the workforce, etc.

In my opinion, the point of view of I. Bushmarin deserves attention, according to which the infrastructure of the labor market includes, in fact, the entire economy, numerous state, public and private institutions, as well as the education system, including those owned by firms, cultural institutions, health care, various non-profit social organizations and, very importantly, the family institution.

This approach gives grounds to consider the infrastructure of the labor market in a broad and narrow sense. In a broad sense, the labor market infrastructure can be viewed as a set of economic sectors and legal institutions that ensure the reproduction of the labor force. In a narrow sense, the labor market infrastructure should be considered as a set of institutions and organizations, state and commercial enterprises and services that ensure full and rational employment of the population, as well as the achievement of the interests of both workers and employers.

It is usually noted that the main socio-economic function of the labor market is to achieve effective employment. It is the infrastructure of the labor market that ensures the fulfillment of this function, the criterion for the successful functioning of which is to achieve a balance between supply and demand, and the main task is to create a more effective interaction between supply and demand. By effective employment, we propose to understand full and rational employment.

The problems of the Russian labor market are diverse in their causes, manifestations and consequences. The global crisis of 2008 quite seriously affected the economic situation in Russia and clearly showed the problems that already existed in the Russian economy, therefore, were reflected in the functioning of the labor market over the past decades. And I would like to pay attention to some of these problems.

Most of the problems of the Russian labor market are to some extent related to the peculiarities of its institutional environment, which was formed in the 1990s. This environment has a basic contradiction, a contradiction between formal and informal institutions for regulating contractual relations between an employee and an employer. The weakness and insecurity of the institution of private property and the institution of contracts has led to the strengthening of the role of informal rules and institutions, including illegal ones.

The labor rights of citizens are violated everywhere: not only in small and medium-sized businesses, but also in enterprises of all forms of ownership.

In many private enterprises, the working day is not standardized, low wages can be combined with delays in paying them, with high labor intensity and dangerous conditions for health.

The peculiarity of the Russian labor market is that strict legislation is combined with an extremely low efficiency of the mechanism for coercion to its execution. The parties often ignore their obligations, regardless of whether they are formalized in a written agreement or not. The state does not cope with the function of the guarantor of compliance with laws and regulations. The boundaries between formal and informal sectors of the economy are blurred. Often, even the leading Russian companies operate on the verge, and sometimes beyond the limits of the law, violate the articles of the Labor Code. Breaking laws and regulations is also beneficial because the costs associated with compliance with labor laws and existing contracts are higher than the costs associated with their violation. That is why most enterprises prefer informal ways of organizing and formalizing labor relations.

The solution to this problem is not the toughening of sanctions and the increase in fines in case of violations of labor laws. However, this measure may lead not to their reduction, but to an increase in the amount of remuneration for corrupt officials. Tougher penalties for violation of the Labor Code may also contribute to the withdrawal into the "shadow" of labor relations or the disguise of labor relations by civil law contracts. The stricter the sanctions for identified violations, the greater part of the workers will be outside the legal field. And the first to suffer will be those who are legally entitled to benefits - minors, disabled people, women raising children, etc. Their competitive position in the labor market will become even weaker.

To get out of the current institutional problem, i.e. To overcome the situation when practice is moving further and further away from formal norms of behavior, one should move in several directions at once:

1. improve the legislative framework in the direction of a better balance between the interests of the employer and the employee;
2. to strengthen state and public control over the implementation of laws on the basis of the activation and improvement of the efficiency of the work of state control and supervision bodies, the judiciary, trade unions and public organizations, self-defense, etc.
3. to form socio-cultural prerequisites for the creation of a civilized institutional environment - to consistently and persistently cultivate respect for the state, law, and contract in society.
4. as well as it is necessary to increase the probability of execution of imposed sanctions for violation of the law, i.e. make punishment inevitable for an unscrupulous employer.

The problem of illegal migration in Russia has received a mixed assessment at the present time. On the one hand, migration makes it possible to mitigate the consequences of the demographic crisis, on the other hand, it is an extremely negative factor that worsens the crime situation in the state.

The fundamental reason for the existence of illegal migration is the inequality of the economic development of states. Countries with a high standard of living are attractive to migrants from less developed countries, which often pay an order of magnitude less for such work.

The so-called “brain drain” causes serious damage to the Russian labor market. There are several reasons for this phenomenon:

1. poor provision of material, technical and instrumental base, insufficient attention of the state and society in the field of scientific research;
2. low level of remuneration for both a young scientist and a highly qualified scientist;
3. weak integration of fundamental science with public and private enterprises;
4. low prestige of the status of a scientist in Russia.

Basically, Russian scientists go to work where conditions are better in Western Europe and North America. Such countries, first of all, pursue the goal of replenishing their science and education in the most efficient and cost-effective manner. Not all specialists of all profiles and specialties are leaving. The main group of emigrants are programmers, biotechnologists, molecular geneticists, restorers.

The low level of remuneration in a number of industries leads to an outflow of qualified personnel to other sectors of the economy, a decrease in demand for vocational education in low-paid specialties, and the inability to fill the staff shortage in the future. Employers' demands on employees are rising, while wages are falling.

In turn, the poor quality of jobs has a negative impact on the functioning of the labor market and leads to high turnover and shortage of labor in jobs associated with hard physical labor, harmful and dangerous working conditions, loss of human resources due to industrial injuries and occupational diseases.

The solution to the problem of improving the quality of jobs involves increasing wages and improving working conditions. The basis of strategic plans and business development programs should be the prospects for a gradual increase in wages and social guarantees.

A promising solution to this problem on the part of the state for the growth of wages, including in the public sector, is the transition to sectoral wage systems, which involve combining the professions of workers and positions of employees into professional qualification groups, depending on the requirements for the level of education for each type of activity . A guaranteed level of remuneration will be established for each professional qualification group.

The labor potential of society is being used less and less efficiently: the volume of production has decreased to a much greater extent than the number of employees. This is due to the fact that some employers will prefer to "cut" the variable part of their employees' wages in anticipation of the end of the recession and the start of the economic recovery, rather than send workers to the open labor market. To the "cut" of wages is added another form of savings on staff as the "cut" of social packages.

According to a study conducted by the Ankor recruitment agency: 31% of companies operating in Russia are reducing the number of staff, and 18% are reducing wages for their employees, 13% of companies plan to reduce personnel costs by reducing working hours.

In relation to citizens who are not competitive enough in the labor market and who experience difficulties in finding a job (disabled people, graduates of general educational institutions, others dismissed from military service), it is envisaged that the employment service bodies will implement special programs that provide for:

1. provision of services for informing about the situation on the labor market, psychological support and vocational guidance;
2. vocational training, retraining and advanced training in professions (specialties) in demand on the labor market, based on the profiling procedure for unemployed citizens;
3. organization of temporary (public) works and internships in organizations;
4. assistance in moving unemployed citizens to another area, including rural areas, for the purpose of employment.

Promising directions for promoting the employment of unemployed citizens is their involvement in the field of entrepreneurship. To do this, it is necessary to create the most favorable conditions on the part of the state for the development of collective and individual entrepreneurial activities. This could greatly expand the number of jobs and reduce the tension in the labor market.

In conditions of economic difficulties, the informal sector of the economy can act as their shock absorber - "absorb", i.e. to provide employment and income not only for a part of the officially employed (through secondary employment), but also for a significant part of the completely or “partially” unemployed (forced working on a part-time basis or sent on administrative leave).

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Russian labor market: problems, development trends in modern conditions. Labor market

Main functions

The role of the labor market

Supply and demand

Features of the labor market

The labor market in Russia

The main problems of the domestic labor market

Legislative regulation

Structure of the labor market

Competitive labor market model

Monopoly in the labor market

international experience

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Introduction

1.1. The essence of the labor market

1.2. Labor market infrastructure