Foreign experience of state regulation of informal employment. State employment policy: foreign experience

Along with Russians, citizens of foreign states or stateless persons (hereinafter collectively referred to as foreigners) can also work on the territory of the Russian Federation. However, their employment has its own characteristics.

To a foreigner for implementation labor activity In the Russian Federation, it is not enough to simply conclude an employment contract, unlike a Russian citizen. A number of other conditions must also be met. Let's look at the main ones.

How can a foreigner get a job in Russia?

The legal status of foreign citizens is determined by the Federal Law “On legal status foreign citizens in Russian Federation"(hereinafter referred to as the Law on Foreign Citizens). This document also sets out the specifics of employment of these persons. In order for a foreigner to work in Russia, he must not only enter into an employment contract with the employer (or a civil contract with the customer), but also obtain a work permit. Note that the sequence of these actions is not important.

Concluding an employment or civil contract with a foreigner

There are no fundamental differences in the procedure for concluding an employment (civil law) contract with a foreign worker. The main difference is that most often an employment contract with a foreigner is of a fixed-term nature, since the time of such a citizen’s stay in the Russian Federation is limited. Russian citizens, as a rule, enter into open-ended employment contracts.

In order to formalize an employment relationship with a foreigner, the employer (customer) must first obtain permission to attract and use foreign workers. However, in some cases such permission is not required - for example, when people who have arrived in Russia from countries with which they are established are hired. visa-free regime(for example, from Ukraine or Belarus).

Obtaining a work permit

A work permit is issued to a foreigner by the territorial bodies of the Federal Migration Service of Russia. To receive it, such a citizen must provide:

• statement;
• an identity document recognized by Russia as such;
• concluded labor (civil) contract (if any);
• migration card and receipt of payment of state duty.

A work permit is issued for a certain period. So, it can be issued:

• for a period of temporary stay (for the duration of the visa or, if a visa is not required, for up to 90 days);
• for the validity period employment contract, but not more than one year. Foreigners temporarily staying in the Russian Federation, after receiving a work permit, have the right to extend the period of their temporary stay.

Some categories of workers can work in Russia without obtaining such a permit. Basically, these are not the most widespread categories of workers, for example, employees of embassies and consulates. The most common category of foreign citizens who have the right to find employment without obtaining a work permit are foreign citizens permanently residing in the Russian Federation (that is, those who have a residence permit).

The state annually determines quotas for the maximum number of work permits for foreigners in various sectors of the economy (construction, trade, etc.). If the quotas for the current year for the relevant industry have already been exhausted, the foreign citizen will be denied a work permit. However, if a foreigner already has a permit and applies for its renewal, then the renewal is carried out without taking into account the established quotas.

A foreigner who has received a work permit has the right to work only on the territory of the constituent entity of the Russian Federation in which this permit was issued to him. However, in some cases, the Federal Migration Service of Russia may allow foreign citizens to work in the territory of several subjects with one work permit.

Please note that an employer can independently invite employees to work in Russia. In this case, he will have to prepare all the documents necessary for them to obtain a work permit (in particular, an invitation to enter the Russian Federation for the purpose of carrying out work activities).

Employment of highly qualified foreign specialists

The issue of employment of highly qualified foreign specialists is considered separately in the Law on Foreign Citizens. The membership of a foreign worker in this category is most often determined by the level of salary: it is more than 2 million rubles. per year (smaller amounts are established for some areas of activity). Highly qualified specialists are not subject to the quota for issuing work permits to foreign citizens; various benefits are established for them. For example, the validity period of a work permit issued to such specialists is three years.

Highly qualified foreign specialists and members of their families have the right to obtain a residence permit under an accelerated procedure.

A foreign citizen can be recognized as a highly qualified specialist in two cases:

• if the employer invites him to work in this status;
• if the employee himself declares himself as a highly qualified specialist by contacting the Federal Migration Service of Russia with an appropriate petition and documents confirming his work experience, skills or achievements in a specific field of activity.

As the history of the development of other countries shows, in conditions of adaptation to market conditions no one has yet managed to avoid rising unemployment. At the same time, different countries have their own characteristics of the formation and development of the labor market. They express not only the reaction of employment to market changes, but also a broader problem - the choice by society of the nature of social costs associated with the transition from state system to the market. The transition to a market economy is associated with large costs in the socio-economic sphere, and countries that have embarked on this path are faced with the need to provide the population with a certain level of social security, the opportunity to find work, provide a minimum of living goods, and the means to new conditions for the functioning of the labor market. In this regard, the experience of the employment system of those countries where, to a certain extent, a sufficient margin of safety in regulating the employment of the population may be of some interest, although it is obvious that it is impossible to solve this problem Western society will never succeed, at least as long as the capitalist mode of production exists.

The entire employment system in most countries where it exists is divided into two main groups: the public employment service and private agencies. The leading and universal role of the subject in ensuring employment is played by public services employment. This is typical for all countries of Central and of Eastern Europe. Employment services in individual countries are built on the principle of a vertical structure. But the degree of government control and influence on the employment service varies in individual countries. For example, in Australia, the Netherlands, Finland and Japan, employment services are essentially an operating body of the ministry of labor and work under the direct control of these ministries.

In Belgium, Great Britain, Germany, Spain, Canada, France, Sweden, the employment service is an institution with some degree of independence, controlled as a national body by the responsible official of the relevant ministry. In countries such as the USA and Switzerland, the employment service is controlled at the local level with a central coordinating body. In Russia, the level of independence of the employment service is slightly higher than in other countries, since it plays the role of a kind of employment committee, under the supervision of one of the Deputy Prime Ministers of Russia.

An important aspect of employment policy is the issue of financing employment services. There are two main types of financing here. In some countries, mainly in Western Europe, employment services are financed from the state budget. In some other countries (North America, Asia), funding comes from different sources: unemployment insurance funds and state budget funds. In such a case, insurance funds are often used to cover administrative costs, and state budget funds to implement programs.

The functions of Canada's employment service are performed by the Employment and Immigration Commission. The core of Employment Canada's activities is placement, mediation, advice and information on job vacancies. Employment Canada has more than 550 local offices that operate employment and employment programs. Regional and local authorities have the ability to respond flexibly to changing conditions of the local labor market.

The UK Employment Service is supervised by the Department for Employment and local branches are supervised by the service's headquarters in London, although they have a degree of autonomy designed to enhance their knowledge of local conditions, labor markets and demographic situation. The main function of the UK employment service is to mediate job searches, and main method- customer self-service by reviewing information about vacancies displayed on the display screen in local offices, assistance in completing job referrals and choosing a company in accordance with the requests of applicants for a position. In addition, in the UK the employment service performs another important function - the development and implementation of labor market intervention programs in combination with counseling job seekers and the implementation of various programs for adapting the workforce to the requirements of the labor market.

The German Employment Service, represented by the Federal Labor Institute, is considered a modern mechanism for assisting in a professional career and working life through various means. The Federal Labor Institute has significant autonomy at all levels. Its board consists of representatives of government bodies, business organizations and trade unions, and other public organizations, and pursues public policy within the framework of the law on employment promotion and other regulations. The work is carried out under the supervision of the Ministry of Labor and Social Affairs, subject to maintaining the integrity of the legal and constitutional framework. The German Employment Service is legally obliged to carry out a research program on the labor market and the vocational training system, carry out studies of the employment situation, provide government bodies statistical data and publish reports on the results of their work. The employment functions of the German Employment Service are divided according to the classification of professions, taking into account the characteristics local markets workforce, and the procedure is based on an interview with an applicant for a job, which is used as additional opportunity advising the applicant.

The National Employment Agency (NAE) represents the French employment service. It is a government agency with its own legal responsibility under the auspices of the Ministry of Labour, Employment and Training. The main function of the employment service - mediation in providing a job - is carried out on the principles of self-service, supplemented by a self-registration system, which is considered quite effective in the country. Vacancies are widely advertised in the media mass media- press, radio and television.

Among industrial developed countries Sweden stands out high degree contacts between the employment service and the functioning labor market. In addition to providing jobs for job seekers through employers, the employment service is responsible for implementing all other methods of state regulation of the labor market carried out by the government and parliament. The Swedish Employment Service, the National Labor Market Board, is a government-funded representative body, responsible for labor market policies and programmes, reporting to the government and represented in Parliament by the Minister for Labor Markets.

An analysis of world practice shows the enormous unevenness in the development of systems of socio-economic protection against unemployment. Industrialized countries have more than a century of experience in policies to combat unemployment and mitigate its consequences. Their unemployment protection systems are characterized by a high degree of incorporation into state socio-economic policy and adaptability to ongoing changes both within the country and throughout the world.

At the same time, in many countries, and especially in developing ones, the policy of protection against unemployment is in its infancy or absent altogether. Distinctive features these countries - the large role of patriarchal pre-market relations and the institutional underdevelopment of the labor market. They have neither the resources nor the institutions to comprehensively solve the relevant range of problems. At the same time, the destruction of the traditional way of life, largely due to the growing processes of economic globalization, forces them to begin developing and implementing measures to protect against unemployment. The policies pursued in these countries are aimed at solving certain specific problems, usually related to the protection of certain categories of the national labor force.

With a wide variety of national unemployment protection systems in industrialized countries, we can roughly distinguish two basic models. The first is typical for countries adhering to the Anglo-Saxon tradition and characterized by high dynamism of the labor market (Canada, USA), the second for Western European countries, where the development of the labor market is more sluggish, including due to numerous historical and social upheavals over the past century.

Features of the first, North American model are: deregulation of the labor market; strict conditions for providing material compensation; emphasis on increasing the efficiency of invested funds in the development and implementation of active and passive programs. The policies of these countries are focused on the fastest possible reduction of economic and financial losses from unemployment, on a strict link between the forms of material protection of the unemployed and the costs for them, on the speedy reintegration of the unemployed into the sphere of paid employment. This model places the main emphasis on reducing the number of applicants for state social assistance and, accordingly, reducing the burden of social expenditures of the state. The compensation mechanism in these countries is based only on insurance principles; fairly strict rules are established for preserving the right to unemployment insurance payments, which are revised from time to time, but not in the direction of softening. The maximum duration of benefit payment is also relatively short, for example, in the USA - no more than 6 months. The practice of hiring and firing in them is only in minimum degree regulated by law, collective bargaining regulation has also not been widely developed, since a small proportion of employees are covered by trade unions. As a result, the probability of losing a job is one and a half to two times higher than in European countries ah, but the duration of periods of unemployment is significantly shorter. The share of long-term unemployed in the United States is about 8% of their total number, while in France, Germany, and the Netherlands it reaches 40-50%.

A critical component of the process of developing and implementing active employment promotion programs is assessing their effectiveness, including in relation to various categories unemployed. On its basis, recommendations for the use of these programs are developed. The method of profiling the unemployed has become widespread in the USA and Canada. In accordance with it on early stage unemployment, its probable period is predicted for each applicant and the optimal program for his integration into employment is determined (the duration of this program ranges from one to three months). Thus, the ideology of active policy is based on the need to involve the unemployed and the employed, who are most at risk of falling into the category of unemployed, into programs that can reduce the period of payment of unemployment benefits or prevent it. The long-term unemployed are not the object of special programs, since this category is relatively small in number and is considered unpromising.

In accordance with the liberal approach, protection against unemployment is based on the principle of self-help, which directs both the unemployed and the employed who are under threat of dismissal to independently search for work. Despite the fact that the role of the employment service within this system is not denied, it constantly has to prove its importance and demonstrate the highest adaptability to technological innovations. This was especially evident in the 1990s - a period of rapid introduction of new information technologies. Employment services not only mastered new means of communication, quickly introduced them into the practice of everyday work with the unemployed and employers, improved the qualifications of their employees, but also began to roll out training programs for the unemployed, adapting them to the technological challenges of the new millennium. One of the main functions of the employment service is to administer the unemployment insurance system.

The second, predominantly social model of protection against unemployment, which has been developed in most countries of Western Europe, is distinguished by stricter regulation compared to the previous one, combined with a fairly generous system of material support for the unemployed. The purpose of this model is to ensure smooth adaptation of the population to changes occurring in the labor market and to facilitate the reintegration of the unemployed into paid employment through participation in active programs. Thus, compensation payments are made without prejudice to employment assistance programs. Legislative regulation in these countries is aimed at creating decent conditions of employment and increasing guarantees of its retention for the employee as a weaker agent of the labor market compared to the employer. The dismissal procedure is particularly strictly regulated, including the length of the notice period for dismissal, the amount of severance pay, and methods of legislative protection against unfair dismissal. In France, upon individual dismissal, the employer is obliged to pay the employee his six-month salary, as well as a social contribution for this period, and pay for the vacation required by law and in accordance with the collective agreement. The employer bears costs even if the employee finds another suitable job immediately after dismissal. Even the court, in accordance with the law, cannot reduce the established level of compensation.

Strict regulation of the dismissal procedure has a downside, as it seriously undermines the objective incentives of employers to expand hiring and, therefore, narrows the employment prospects for those who have lost their jobs and are entering the labor market for the first time. At the same time, the legislative rules for granting rights to unemployment benefits, determining their size and duration of payments in the Western European version are much softer compared to the predominantly liberal model.

In a number of countries (for example, France, Germany, Sweden, Denmark, Austria, Switzerland, Belgium), material support for the unemployed is based on the close interaction of two systems - unemployment insurance and social assistance. In the absence or exhaustion of the right to unemployment insurance payments, the unemployed becomes the object of the social assistance system, but can also receive financial assistance through the employment service. Hence the wide coverage of the employed population by the unemployment insurance system (from 60-80 percent), in contrast to countries adhering to the liberal model, where the coverage of the employed by unemployment insurance is half as low. This insurance applies to citizens with a relatively low wages, it is assumed that citizens with high incomes or wages can insure themselves against the future risk of unemployment.

Despite the fairly generous funding of material support for the unemployed, the share of expenses for active programs in these countries, as a rule, is not lower, but initially somewhat higher, than in countries oriented towards the liberal model. In the latter, in the 1990s, there was a tendency toward a relative reduction in spending on passive policies and an increase in spending on active ones.

Currently, in most countries of Central and Eastern Europe, Russia and Ukraine, actions are being taken to create a holistic national model of unemployment protection comparable to models in industrialized countries. At the same time, the CIS countries, for example, Uzbekistan and Georgia, largely (although not completely) copy the scenario of developing countries. The efforts of international financial institutions providing targeted loans for the creation of national systems of employment services, and their representatives, who became advisers to the governments of many countries, including Russia, largely contributed to the active promotion of the “ready-made” Western model. Firstly, the influence of the West was manifested in the establishment of the order and procedure for financing reforms, according to which the size of the next financial injection depended on the fulfillment of obligations specific for each specific stage, in particular, on the construction of national systems of employment services. Secondly, a significant part of the funds allocated by international organizations was invested in the creation of a modern material and technical base for the new labor market institution. Thirdly, the conductors of the introduction of advanced Western experience were numerous specialists and consultants from developed countries, directly related to the activities of employment services, who actively promoted Western concepts and technologies for supporting the unemployed and training specialists for new system.

The introduction of a ready-made model into the practice of transition economies provided significant advantages. Thus, in a short time (2-3 years) it was formed the legislative framework unemployment protection system, a national structure of employment services has been created, which is a network of regional and local units managed central authority, but at the same time quite independent in determining working methods and solving specific problems. The creation of the labor market infrastructure was accompanied by the formation of a new generation of employees, whose activities were initially aimed at solving both economic and social problems. Collaboration with specialists from developed countries who have extensive experience in solving specific problems, internships in them for specialists from the countries of Eastern Europe, the Baltics and Russia, adaptation of the acquired knowledge in relation to the needs of their countries allowed as soon as possible master and successfully use methods that have been developed in developed market economies for decades.

Despite various modifications structures of employment services in various countries, all of them, to one degree or another, profess the “vertical” principle, placing all “modifications” in the “center-periphery” relationship. Control action The employment sector and the labor market are influenced by three main entities: employers (entrepreneurs, administration of enterprises and organizations), the state employment service (primarily its local bodies), and the state (primarily through the legislative as well as the executive branch).

Three main points can be noted: firstly, the structure of employment services in all countries is quite similar, including in Russia, having a vertical structure; secondly, having a certain autonomy and independence, the employment service, however, is under strong influence and control of the state, and thirdly, it increasingly has to compete and coordinate its work with private institutions involved in personnel selection, creating information banks vacancies and other agencies involved in job placement.

The experience accumulated by foreign employment services is necessary for Russia. And of course, it is very important to know and understand how the employment service of the Russian Federation is becoming and developing today.

1. Problems of employment abroad: dynamics, level and factors of unemployment.

2. Main directions of employment policy in countries with market economies.

3. Government programs employment.

4. Organization of employment services abroad.

5. Solving employment problems related to youth: foreign experience.

1. Zhuravlev P.V., Kulapov M.N., Sukharev S.A. World experience in personnel management. Review of foreign sources. M.: Publishing house of Russian Economic Acad.: Ekaterinburg: Business Book, 1998.

2. Management and market: German model: Tutorial: Translated from him. / Ed. prof. UeRora and prof. A. P. Dolgova. M.: Publishing house BEK, 1995.

3. Pavlenko A.P. Organization of remuneration in developed countries. M.: Moscow State University Publishing House, 1998.

4. Trushina N.K. Organization of remuneration for labor abroad. Ekaterinburg: SINGH Publishing House, 1992.

5. Eckardijtain D. von, Keim R. Systems wages in Germany. M.: Publishing house Mosk. University, 1998.

6. Tsapenko I. P. Migration management: experience of developed countries. – M., IMEMO RAS: Publishing house. "Academia", 2009.

7. Antropov V.V. Models social protection in EU countries.//MEiMO – 2005. - No. 11, p.70-77

8. Kroshchenko M., Aleksentseva Yu. Migration policy: foreign experience on the Russian kidney. // Man and labor. – 2011. - No. 4.

Topics of reports and abstracts

1. Employment regulation in European countries.
2. Employment regulation in the USA.
3. Employment regulation in Japan

Organization of independent work of students

Independent work students in the discipline "Management labor resources» includes the following types of work:

No.	Subject	Issues submitted to the CRS	Contents of the SRS	SRS control form	Educational and methodological support
	Population and labor resources	Formation and use of labor resources	UM, SK	KO, OBS	OL7, OL8
	Social guarantees	Conditions for providing social guarantees to released employees	UM, PDM	B, Z	OL1, OL2, OL3
	Human resource management as a direction in the sociology of labor	Conceptual apparatus of the discipline. Goals and objectives of the course	MIND	B, KO	OL3, OL4, OL5
	Population and labor resources.	Quantitative and qualitative characteristics of labor resources. Concept and types of disability	MIND	B, KO	OL9, OL10, DL11
	Formation and use of labor resources.	Sources of formation of labor resources. Methods of using labor resources	UM, PDR	Z, OBS	OL9, OL10, DL11
	Movement of labor resources	State regulation of migration processes. Migration policy of the Russian Federation.	MIND	B, KO	OL6, DL8, DL12, DL14
	Labor potential	Components of labor potential in the system of quality of life factors. Human Development Index.	PDR	Z, OBS	OL3, OL5
	Employment of labor resources.	Flexible forms of employment. Employment services: tasks, goals, functions.	UM, DI	OBS	OL11, DL16
	Unemployment, its forms and methods of measurement.	Characteristics of new types of hidden unemployment. Damage from unemployment and problems of its measurement.	UM, DI	OBS	OL9, OL11
	The labor market as a regulator of employment and unemployment.	Labor market models. Labor market segmentation.	PKSR	B, Z	OL10, OL11
	State regulation of the labor market and employment.	Conventions of the International Labor Organization (ILO) on labor market regulation. Social partnership system.	PDR	B, Z	OL5, DL11
	Labor force reduction: policies and measures to protect displaced workers.	Measures to protect released workers.	UM, DI	Z, B	OL1, OL2, OL5
	Social guarantees.	Foreign experience in using various forms of social protection	UM, SK	KO	OL1, OL2, OL5
	Foreign experience in regulating employment processes.	Employment policies in individual countries	PKSR	B, Z	OL3, OL6, DL14

Questions for the exam

1. The relevance and significance of the discipline in modern conditions.

2. Characteristics of the subject and object of the discipline. Objectives of the course, its place in the system of other disciplines.

3. History of the development of the labor market in the USA and Western Europe.

4. History of the development of the labor market in Russia.

5. Labor resources, their formation and use.

6. Structure of labor resources. Population and labor force indicators.

7. The concept of the economically active population.

8. Demographic problems and labor market.

9. Quantitative and qualitative characteristics of labor resources.

10. The relationship between the concepts of “labor resources” and “human capital”.

11. Types and indicators of employment of labor resources.

12. Employment: concept and principles, main categories of employees.

13. Movement of labor resources.

14. Migration processes and their impact on employment.

15. Concept and causes of unemployment.

16. Functions of unemployment.

17. Types of unemployment.

18. Consequences of unemployment.

19. Regulation of migration processes in the Russian Federation.

20. The concept of the labor market, its structure and features.

21. Types and models of the labor market.

22. Segmentation of the labor market.

23. Flexible forms of employment.

24. Secondary employment: reasons, specifics.

25. Labor migration: concept, types.

26. Concept and main directions of state regulation of the labor market.

27. Organizational structure labor market regulation.

28. Methods of regulating the labor market.

29. Employment services and their role in the labor market regulation system.

30. Social guarantees and compensation for citizens who have lost their jobs, been laid off from enterprises, or are looking for work for the first time.

31. Conventions of the International Labor Organization (ILO) on labor market regulation.

32. Public paid work as a form of labor activity.

33. Labor force reduction: measures to protect displaced workers.

34. Legal status of the unemployed in Russia.

35. Unemployment benefits: amount and terms of payment, procedure for suspension and termination of payments.

36. Main directions of employment policy in countries with developed market economies

Bibliography

Main literature

1. Law of the Russian Federation “On Employment of the Population in the Russian Federation” (as amended by the Federal Law of April 19, 1991 with subsequent amendments and additions, including those introduced by the Federal Law of December 27, 2009).

2. Labor Code of the Russian Federation // http://www.trudkodeks.ru.

3. Adamchuk V.B., et al. Economics and sociology of labor. - M.: UNITY, 1999. - 407 p.

4. Bakhtina T.S., Bondarenko O.V. and others. Economics and sociology of labor. - Rostov-on-Don - 1999. - 508 p.

5. Genkin B.M. Economics and sociology of labor. - M.: Publishing group NORMA - INFRA-M, 1998. - 384 p.

6. Migration policy Western countries. Alternatives for Russia. M., 2003.

7. Mordovia S.K. Human resource management: module 16. - M.: INFRA-M, 1999. - 360 p.

8. Odegov Yu. G., Rudenko G. G., Zhuravlev P. V. Migration processes and employment in Russia (history and modernity). M.: Publishing house Ros. econ. acad., 1995.

9. Odegov Yu.G., Rudenko G.G., Mitrofanov N.G. Labor market and social partnership. M.: Chronograph, 1998.

10. Labor market: Textbook / Ed. V.S. Bulanova and N.A. Volgina. - M.: - Exam, - 2000.

11. Labor market. Textbook/Ed. P. E. Shlender. - M., 2004.

additional literature

1. Avdokushin E.F. International economic relations. Textbook. - M. - Economist. - 2007.

2. Vikhansky O.S., Naumov A.I. Management: person, strategy, organization, process - M.: Moscow State University Publishing House, 1995.

3. Ivantsevich J.M., Lobanov A.A. Human resources management: basics of personnel management. – M.: Delo, 1993.

4. Ivantsov V.G. International labor migration. M.: MSU, 2005.

5. Kotlyar A.E., Kirpa I.N. Problems of employment and the labor market in Russia in the context of the transition to a market economy. Vol. 1. – M., 1996.

6. Kurakina L.Yu. Regulation of the regional labor market. - Novgorod: Moscow State University Publishing House, 1995.

7. Lukyanova A.Yu., Ryazantsev S.V., Pismennaya E.E. Migration trends and migration policy priorities in modern Russia// Population. - 2008. - No. 2.

8. Metelev S.E. International migration and its impact on the socio-economic development of Russia. Tutorial. – M.: UNITY, 2007.

9. Popov Yu.N., Shevchuk A.V. Introduction to the sociology of labor and employment: Textbook. - M.: business, 2005.

10. Dictionary of terms used in the activities of employment services. M.: LLC Firm "Infograph", 1997.

11. Topilin A.V.: Labor market in Russia and the CIS countries: realities and development prospects. - M. - Economics. - 2004.

12. Khabrieva T.Ya. Migration law in Russia. M.: Contract, 2008.

13. Huchek M. Strategy for managing the labor potential of enterprises. - M., 1993.

14. Tsapenko I. P. Migration management: experience of developed countries. – M., IMEMO RAS: Publishing house. "Academia", 2009.

15. Chernyshev V.N. and others. Person and personnel in management. - St. Petersburg, 1997.

16. Labor Economics: Social and Labor Relations//Ed. ON THE. Volgina and Yu.G. Odegova. - M.: Exam, 2002.

17. Labor Economics and Social and Labor Relations / Ed. G.G. Melikyan, - M., CheRo, 1996.

18. http://www.gks.ru/wps/portal - Federal State Statistics Service

19. Abidov M.Kh. Regional features of labor migration in Russia (Southern Federal District) // Population. – 2008. - No. 3.

20. Antipyev A. On the issue of the formation of a civilized labor market in an “archaic society” // Man and Labor. – 2010. - No. 5.

22. Boyko Yu.P., Surkov S.A. The role of the migration factor in ensuring the socio-economic stability of Russia. // Population. – 2009. - No. 3.

23. Vardanyan R.A. Labor market in Russia: state and prospects // Population. -2008. - No. 4. – p. 52.

24. Vorona M.A. Motives of student employment // Socis. – 2008. - No. 8.

25. Gurtov V., Kekkonen A. Structure of the employed population in accordance with the level of education and the employed - Man and Labor - 2011. - No. 5.

26. Demin A. Assessment of the activity of the unemployed.//Man and labor. - 2005. - No. 12, - pp. 53-54.

27. Zayonchkovskaya M. Migration situation in modern Russia. // Man and labor. - 2005. - No. 6 - p. 48.

28. Korovkin A.G. and others. Employment and the labor market in Russia: problems and limitations // Problems of forecasting. – 2005. - No. 5.

29. Kroshchenko M., Aleksentseva Yu. Migration policy: foreign experience on the Russian kidney. // Man and labor. – 2011. - No. 4.

30. Mallaeva M.I. Unemployment in the region: features, consequences, measures to overcome // Regional economics: theory and practice. – 2010. – No. 1.

31. Monkin O. Segmentation of the labor market and the choice of sales structure // Man and Labor. - 2010. - No. 5

32. Petrakov P. Self-employment - real way leave the ranks of the unemployed // Man and Labor - 2011. - No. 9.

33. Popova N., Bochkova N. The role of the state in regulating the regional labor market // Man and Labor. - 2010, - No. 5, p. 39.

34. Rimashevskaya N. Human potential of Russia and the problem of “saving the population” // Russian Economic Journal. - 2004. - No. 9-10 - p. 22

35. Sobchenko O. State policy in the field of employment//Man and labor. – 2006. - No. 6.

36. Urazov V. Problems of managing the reproduction of labor resources and employment of the population // Personnel Management – ​​2009. - No. 10, p. 88.

When working with this educational and methodological complex, special attention should be paid to studying the recommended literature, completing problem assignments and written works. It is recommended to test students' knowledge after studying certain topics course. During the period of intermediate certification, control work is carried out.

When studying the course, it is recommended to widely use a variety of forms of classes. A number of topics require the use of knowledge acquired during the study of previous courses, and here it is necessary to pay attention to the specifics of working with the labor resources of an enterprise in a crisis.

Depending on the social system and level of development of countries, public employment services (PES) occupy a certain place in their economic and social structures. However, their work has many similarities. Experience has shown that the evolution and development trends of employment services have been mainly a consequence of their desire to clearly define their role as an instrument of employment policy and ensure functional efficiency.

World economic experience identifies five most representative employment models: American (or liberal), German (or neoliberal), English (or European Keynesian), Swedish and Japanese. Each of them has many varieties, differing in their initial goals of formation, principles and methods. And the purpose of this article is to analyze the experience of these and other employment services, so let’s take a closer look at their characteristics.

American model

The American model is a typical example of labor market decentralization. The system of employment regulation that has developed in the country is, firstly, state enterprise related to the hiring of labor used in the private sector. Secondly, - regulation of demand for labor through financial and credit policy, and thirdly, - direct regulation of employment through the system of state employment legislation and assistance to the unemployed from their unemployment insurance funds and special federal-state employment programs .

German model

The experience of Germany is quite positive. Here, the Federal Labor Office deals with employment issues. This model is based on an active employment policy. The bulk of subsidies in Germany are directed to cooperatives formed on the basis of bankrupt enterprises from unemployed people who have certain knowledge, but do not have the skills to organize a business.

The state encourages all producers (employers and employees) who create new jobs, as well as maintain the existing level of employment while modernizing enterprises, and provides benefits to enterprises that refrain from mass layoffs of workers.

English model

The English model is characterized by government stimulation of employment. The legislative system provides the opportunity for local authorities to independently encourage entrepreneurial initiative.

Government decisions provide budget allocations to regions for the development of a network of small enterprises. At the same time, the state reserves the right to carry out and coordinate measures to regulate employment by improving technologies to increase jobs, flexible redistribution of unemployment insurance funds to stimulate production, employment of women, older people and youth through systems of vocational training, retraining and employment, improvement social security systems.

Swedish model

The experience of Sweden, where employment policy is given great attention, is especially important for us. Almost 3% of GDP and 7% of the budget are spent on activities related to its implementation. The main feature of this policy is that most of funds (70%) are spent on “active policies”.

Active policy means the creation of new jobs, mostly in the public sector of the economy, professional training and retraining of persons left unemployed or those at risk of unemployment, ensuring geographical mobility of the labor force in particular and the population in general, encouraging the development of small businesses through the provision of government loans and subsidies, as well as providing the population with information services based on computer data banks vacancies by region of the country.

Japanese model

No less interesting is the experience of Japan, where the Ministry of Labor acts as the coordinator of employment policy in the country. Employment centers study the personnel needs of enterprises that recruit personnel for them, mainly from among graduates of secondary schools and universities, register the unemployed, engage in their employment and pay unemployment benefits.

Unemployment payments are provided by the employment center at the expense of the centralized fund of the Ministry of Labor, which is created from contributions of workers and enterprises in the amount of 0.9% and 0.55% from the wage fund of the enterprise and the employee's wages, respectively.

French model

In France, the implementation of employment policy is entrusted to the National Employment Agency, structural units which covers the entire territory of the country. The main financial body implementing employment policy subsidies is the National Employment Support Fund. A practical questions issues related to local employment and employment in general are decided by the labor departments of the departments.

Every job center is guided by five core principles. Firstly, the focus is on pleasing the client, secondly, the management exercises control over quality standards, thirdly, an action plan is developed to ensure quality services and achieve good results, fourthly, the method and means should be familiar to everyone and, Finally, it is necessary to ensure clarity of external communications.

Australian model

The Australian experiment on privatization of the NHS is interesting. In particular, in 1998, the NHS was replaced here by an employment network, which consisted of 310 private, public and government organizations that received a fee for placing clients. The functions performed by this network included intermediation in employment and intensive assistance to the unemployed. Since these organizations received a reward for each unemployed person they placed into work (with an additional reward for placing a long-term unemployed person into work), the system was largely performance-based.

It is clear that in these conditions the role of relevant public sector organizations (national employment) is reduced, and the largest contribution will now be made by non-profit organizations run by the church and other voluntary bodies.

Canadian model

A more measured approach to competition reflects the Canadian experience. There, the NHS was mandated to make greater use of community and other organizations in the delivery of programs and services through partnerships.
Such relationships, of course, consist of detailed and legally enforceable contractual relationships between the NHS and these organizations. However, while responsibility is transferred, accountability is not. The NHS remains accountable to the effectiveness of programs and services and is required to submit a detailed report to Parliament each year monitoring progress towards achieving targets.

Drawing conclusions
Based on the analysis of foreign experience and trends in the formation and development of employment services around the world, we can draw some conclusions that could be useful for the functioning of the State Employment Service of Ukraine.

Firstly, the experience of advanced countries convincingly demonstrates that public employment services are not temporary structures that arise in extreme situations, but an immanent institution market economy, one of load-bearing structures effective economic policy. It is this vision of the role of the employment service that should determine the attitude towards it, the nature and direction of future reforms, reorganizations, etc.

And secondly, the employment service must strive to become useful and necessary precisely in the process of forming and implementing employment policy, but within its competence as a technical service, based on the fact that in a wide range of problems related to work management in general, it occupies only a narrow sector.

The relevance of the problem of informal employment in the world is due to the scale this phenomenon and the important role it plays in modern economy. According to an OECD report, 1.8 billion people work in the informal employment sector worldwide without legal registration and social protection. The size of informal activity in Western Europe varies between: 10% of GDP in Switzerland and 30% of GDP in Greece; In the US, about 9% of economic activity occurs in the informal sector. In Latin America, unofficial work force constitutes a significant share of total employment in the economy and ranges from 25% in Chile to 75% in Paraguay and Bolivia. In Russia, according to Federal service In terms of labor and employment in 2015, those informally employed in various sectors of the economy amounted to 15 million people. . Thus, informal employment is a painful point for the socio-economic well-being of any state, since it is directly related to real economic losses, losses in the country’s state budget and causes social tension in society. The population employed in the “shadow sphere” turns out to be legally and socially absolutely powerless and unprotected.

Regarding the concept of “informal employment of the population” in domestic and foreign literature There is still no consensus on which categories working population attributed to her. Let's use the definition of E.Ya. Varshavskaya, her approach is based on the following criterion: “the presence or absence of officially registered labor relations" Consequently, she refers to informally employed employees as those who work without formalized contracts between a specific employee and the employer. The researcher also includes in this category entrepreneurs who have state registration and completely legally carrying out their activities, but not registered as a legal entity.

As a rule, the process of formation of informal employment is a “legacy” of stressful, crisis situations in the economy and is eradicated through socio-economic reforms carried out by the state.

In solving problems with informal employment of the population, foreign scientists highlight an integrated approach as the main method, recognized in all countries as the most effective. It is aimed at changes in economic, social, legal, administrative, organizational and even psychological conditions related to issues of employment and labor activity, as well as the formalization of official relations with the state.

In modern world practice, the directions for regulating informal employment of the population are mainly determined, while the methods of combating informal employment in European countries are different.

An important area of ​​regulating informal employment of the population is the legal regulation of hiring, which is designed to stimulate the practice of formalizing the employment of workers.

The main issue of regulation of labor legislation in the European Union countries, according to the Union industrial enterprises European Communities (UNICE), there remains a search for balance - on the one hand, flexibility of legal norms, on the other, social protection of workers. It is noted that the task of ensuring a sufficient number of jobs in the “open spaces” European Union- priority. However, its implementation is possible only if the labor market is flexible - in this case, the problem of social security of workers remains open.

For example, in labor legislation In Germany, special attention is paid to labor protection, which, not without reason, can be attributed to the positive aspects of increasing confidence in official registration of employment. The main components are: general, social, technical and medical labor protection.

In France in 2016, there were protests over changes in labor legislation. The fact is that the country's Minister of Economy decided to adhere to the economic strategy proposed by Brussels and Berlin. The main direction of the reforms was the following idea: while maintaining the 35 hour working week, with the approval of local trade unions, the working day could be extended to 46 hours. It was also proposed to simplify the procedure for reducing wages and dismissal. The strategy bet that companies would hire more people, knowing that they would be easier to fire in the event of an economic downturn.

A special place in legal regulation The informal sphere of employment is assigned to trade unions. Being aware of the affairs of a particular enterprise, they can control the calculation of wages to employees and take into account cases overtime, as well as part-time employment, while ensuring the proper level of their awareness and social protection.

There is another view on the role of trade unions in regulating labor relations. Thus, the German professor Wagner believes that in order to increase employment and stimulate formalization, it is necessary to abolish the privilege of trade unions to negotiate with employers and conclude tariff agreements. Subjects social partnership he sees councils of entrepreneurs, unions of workers and the unemployed. Taking into account the experience of Germany, the professor notes that if there are collective agreements, there must be mechanisms that allow deviating from the agreement and, if necessary, concluding agreements with each employee on full terms.

In the countries of the European Union, the strategy to combat informal employment prioritizes complex interaction between various government agencies: labor inspectorates, social security authorities and tax authorities. Efficiency and transparency of work legal system is designed to ensure close interaction with government agencies on the problems of informal employment, for example, informing them about illegal dismissals. The work of labor inspectors was brought to a qualitatively new level, primarily the work of raising awareness about the availability of official jobs, which made it possible in the countries of the European Union to identify and transfer the household service sector to the status of legal jobs.

An important condition for regulating informal employment in EU countries is improving the tax system. Revealing the features of the tax policy of states, Professor L. V. Popova notes that this policy directly depends on the goals set by the state, such as: development or abolition of tax benefits, differentiation of tax rates, updating the issue of forms of taxation and areas of distribution, changing the tax burden on the taxpayer .

In a number of European countries, such as Belgium and France, measures have been taken to reduce payroll taxes for people with low-paid jobs. This measure directly influenced the increase in citizens’ interest in officially registering their work activities. Tax breaks affected the self-employed in those areas where they are most difficult to track - housework, childcare services, elderly citizens, service staff households. Of course, this measure led to an increase in the influx of labor into the official sector of the labor market.

The most successful reform of the tax system within the framework of the “European social model” took place in Slovakia under the leadership of Mikulas Dzurinda in 1998. The country abolished progressive income tax, introduced a single tax and determined one rate of 19% for individuals and legal entities. The tax system has become simple and transparent. By mid-2003, Slovakia’s successes were already noted by representatives big business- for example, American billionaire Steve Forbes noted: “The Slovak Republic is ready to become the new Hong Kong or Ireland.” Tax reform in Slovakia has made it possible to bring up to 7% of the informally employed population out of the shadows.

When characterizing the process of regulating informal employment in the labor market, it is especially worth noting the importance of its institutional support. Modern, state and public institutions must ensure compliance with laws, educate, and inform both employers and employees; demonstrate the positive aspects of the formal employment sector; teach strategies competition in market conditions; support entrepreneurial initiatives.

At the same time, state institutions must inspect and identify informal employment, applying direct sanctions to the latter. Administrative measures, therefore, should be aimed at creating favorable environment in the official labor market.

A favorable environment in the field of formal employment can also be ensured through the formation of an active business environment. Direct methods of its activation are simplification of the registration procedure, transparency of business practices, absence of obstacles to termination entrepreneurial activity. A simple and clear procedure for legalizing informal employment into official economic activity This is a direct way to bring active, able-bodied citizens out of the “shadow economy.”

A strategically important thought in this regard was expressed in an interview with Bolle M. by the President of R&D at Bosch: “conditions for the development of innovation and the prosperity of the entrepreneurial spirit must be created large companies. Large multinational corporations have the necessary resources to create a fundamentally new environment for the development of scientific thought." In his opinion, main reason absence business activity is the fear of “burning out”. In his opinion, 25% of Germans are ready to open their own business, while in the United States there are almost twice as many people willing. Bolle M suggests that, subject to the regulation of business activities not only by the state, but also by large corporations, business activity can be successfully stimulated.