Current issues of legal regulation concerning military service registration are considered in the article. Particular legal gaps and contradictions in regulation of employer’s obligations as well as procedure for exercising these obligations are brought into focus basing on the analysis of the existing legislation. Moreover, the subjects responsible for the maintaining the military service registration and those who have to be registered are being under research in the article. The authors also consider practical aspects and limits of performing some of the employer’s duties including the duty to secure appearance of the person liable formilitary service in the military commissariat. Certain proposals improving the current legislation are formulated by the authors.

Decent remuneration for work is one of the indicators of the quality of working life and should be characterized not only quantitatively, but, above all, qualitatively through the creation of a regulatory framework that assumes a clear, unambiguous statement of norms, the absence of gaps in legal regulation and conflicts, which is not always possible. The author examines the legal positions of the Constitutional Court of the Russian Federation in recent years, coming to the conclusion that an appeal to the Constitutional Court is an effective way to restore violated labor rights and improve the quality of workers’ working life.

The article highlights the problems associated with involving employees in the management of the employer’s organization and their participation in the employer’s adoption of certain management decisions. Based on an analysis of the current labor legislation of the Republic of Kazakhstan and the Russian Federation, the main forms of employee participation in the management of the employer’s organization have been identified. Based on an analysis of the practice of Russian courts of general jurisdiction, the most common problems arising in the implementation of the norms of the Labor Code of the Russian Federation related to the employer’s obligation to obtain the motivated opinion of the trade union organization when making certain management decisions are identified, and ways to solve them are proposed.

The article is devoted to the analysis of compulsory social insurance from the standpoint of the relationship between the employee’s work activity and the social benefits that are established for him in the event of the occurrence of social risks. The conclusion is substantiated that decent work determines decent social security and largely ensures the quality of working life.

In recent years, neural networks have been constantly being introduced into various spheres of our life. They are very quickly and successfully implemented smart gadgets and voice assistants, chatbots, VR equipment — all this is becoming common place for a modern person. But neural networks are not only something abstract and digital. Our brain, today, is the largest neural network for generating thoughts, ideas, images. These two types of neural networks are an integral part of the education, formation and development of a person of the 21st century.

The article presents the results of a study on the creation of a retention system for qualified specialists of organizations. The author shows that the use of methods and tools of the system of retention of qualified employees increases the level of job satisfaction and staff loyalty. Based on the analysis of previous studies, the key tasks of the system of retention of qualified employees are revealed. The article also summarizes the current reasons for the departure of employees from the organization and the conditions for their identification. The author concludes that it is advisable to develop an employee retention program using the proposed tools and methods. The results of the implementation of the employee retention program and its effectiveness need to be evaluated by several criteria, to which you need to add the level of retention of specialists, team cohesion, job satisfaction. The formation of an effective system of retaining qualified employees at the present stage ofpersonnel management development is a key problem of the personnel strategy of the enterprise.

To date, the problem of retaining able-bodied youth in small towns is relevant both for municipalities themselves and for employer companies. The record low unemployment rate in the country, the desire to move to megacities determine that the process of finding young employees is becoming more complicated every year, which is why companies need to take a guideline primarily on retaining working youth. Traditional methods are becoming irrelevant, as a result of this, the employment services of municipalities, companies, vocational education institutions and the youth of the city should combine their efforts and develop a joint plan to solve the problem. The authors analyzed the outflow of young people from a small city and proposed an event aimed at discussing the issues of preserving the human potential of the city with the involvement of all stakeholders ofthe local labor market, presented metrics for evaluating the effectiveness of the proposed project.

The article discusses the main directions of using artificial intelligence systems in HRM. A generalized description of the potential opportunities and advantages in solving problems of recruitment, adaptation, training and development, motivation and involvement, as well as problems associated with the use of artificial intelligence (AI) in HRM is presented. It has been shown that working with AI systems requires optimization of existing and development of new ones, including cross-cutting skills (critical thinking, problem solving, communication and collaboration skills, leadership of others and self-management, willingness to learn), mastery of which This will enable employees to be more productive and innovative, maintain employability and remain competitive. The conclusion is substantiated that cross-cutting competencies are not only necessary for working with AI, but can themselves be developed and improved with its help.

The article presents the results of a study of the labor potential of the Irkutsk region. The author has identified the influence of demographic and migration processes occurring in the region on the formation of quantitative characteristics of labor potential. Based on the analysis of previous studies, the importance of studying the characteristics of the region’s labor potential in the conditions of an innovative model of economic development is emphasized, and the main problems of studying this phenomenon at the regional level of research are identified. The author concluded that the processes of natural and mechanical movement of the population have a negative impact on the number of labor resources. The article notes theoretical and methodological difficulties associated with studying the qualitative characteristics of the region’s labor potential, proposes the main directions for increasing the efficiency of staffing of enterprises in the region in conditions of labor shortage in the labor market, taking into account the digitalization of personnel processes.

In the article, the author conducts the results of an office study of the problems of applying sustainable development ideas in perosonal management. Based on the analysis of publications posted in the abstract database ELibrary (RSCI) for 2019–2023, the author gives an updated definition of the concept of sustainable development in personnel management. Sustainable development of enterprises and organizations is impossible without the development of human capital. As a result of the work, the author identifies trends, tools and technologies of sustainable development in personnel management.

The article presents the results of a comprehensive assessment of the existing recruitment system of a data center operators. The development of the crypto industry, the construction of innovative data centers, as well as the legislative transformation of the cryptocurrency direction of economic activity in Russia also actualizes the issues of personnel management of employees in a new, still little-known industry. Factor analysis allowed us to identify the 3 most significant conditions that form some barriers to recruiting in the crypto industry. The authors conducted a comparative characterization of the effectiveness of the sources of personnel recruitment for data centers. The authors have shown that the recruitment procedure in the crypto industry is accompanied by a number of barriers, which can be overcome with the help of relevant and effective tools. The authors substantiate the expediency of using technologies that optimize the recruitment process, reduce recruitment costs, reduce staff turnover, strengthen the employer’s HR brand and form a positive and recognizable image of the industry for potential employees.

Possession of digital technologies is considered as an important competitive advantage in the labor market. The study analyzes return on ownership of digital technologies in the Russian labor market based on representative data for the Russian Federation. It is shown that, other things being equal, information technology specialists and employees who use the Internet in the workplace have higher wages. The obtained results prove, on the one hand, the attractiveness of jobs requiring the use of digital technologies (especially for young people), and on the other hand, they show common solutions in the field of HR management aimed at attracting and retaining personnel.

The article presents the results of the university’s activities in determining the actual functionality of employees of departments of both academic and administrative structures and, on this basis, revising the regulations on structural divisions and job descriptions. The article describes the stages of this process, as well as the advantages and disadvantages of using responsibility matrices. The author concludes that the use of responsibility matrices is advisable and allows you to see the real picture regarding the activities of employees, identify duplication of functionality and problem areas of interactions between employees.

The article presents the results of research of development of new forms of employment in the period of digital transformations. On the basis of the analysis of previous foreign and domestic studies the author’s interpretation of the term «flexible forms of employment» is presented. The authors present a comparative characteristic of the criteria that determine the formation of traditional and flexible types of employment. The authors analyzed the number of registered self-employed persons in the Russian Federation as representatives of platform employment. The analysis of the data confirms that the number of persons using non-standard (flexible) forms of employment increases every year, the income of this category of employment also tends to increase and the tax revenue from this form of employment also increases annually, despite the greater risk and instability in the professional activities of workers who choose flexible forms of employment.

The article describes the prospects of using the technology of digital duplicates of employee card profiles in HR records management. The potential structure of the employee’s digital profile is described.