The integration of artificial intelligence within the domains of production and services exerts a significant influence on the dynamics of labour relations, the distribution of power among the parties involved, and consequently, the entire array of rights and obligations that are available to each party. In order to adapt labour legislation to the evolving conditions, the legislator must be cognisant of the ongoing processes, including the emergence of new rights and obligations, or the modification of existing ones, which collectively define the legal status of the employee and the employer as parties to the legal relationship. The present article is devoted to issues directly related to the legal status of an employee.
Currently, the issues of using the digital ruble and cryptocurrencies in regulating labor relations are actively discussed. This question is relevant due to the digitalization of the economy, the emergence of new forms of employment, and the movement of workers between different countries. The author of the article analyzes legislation and law enforcement practices in terms of the possibility and necessity of paying wages using digital rubles, as well as cryptocurrencies, the pros and cons of such payments, and other issues related to the use of these digital assets in regulating labor relations.
In this article, an attempt will be made to consider situations when the employment contract is in a stable position and when the terms of the employment contract are changing, as well as to analyze the issues of law enforcement of cancellation, extension, renegotiation, suspension of the employment contract and propose possible ways to resolve controversial issues.
The reason for the authors’ appeal to the designated topic was law enforcement practice, which allows us to conclude that the facts of transporting passengers by previously convicted taxi drivers and committing crimes against passengers are constantly recorded. In this regard, an analysis of labor and transport legislation was carried out for the actual implementation of the ban on admission to passenger transportation of persons with an unexpunged or outstanding conviction for committing crimes or undergoing criminal prosecution, as well as proposals were formulated to improve the current legislation in order to protect the safety of passengers.
The article is devoted to the role of HR analytics in a modern organization using the example of a federal university. Tools for measuring employee engagement and satisfaction, such as the Q12 method and eNPS, measuring employee engagement and loyalty, are reviewed. It has been shown that the use of these methods can identify weaknesses in personnel management and increase the efficiency of employees. Federal and other higher education institutions have features that affect personnel management. The article emphasizes the importance of introducing HR analytics for making informed decisions, as well as strengthening the corporate culture.
The legal status of persons working under an employment contract cannot be studied in isolation from their rights in the field of social security, which are constitutionally fixed. A right is a declaration if it is not effectively protected. The article analyzes judicial and non-judicial forms and methods of protecting social security rights, makes suggestions for their optimization, and concludes that improving the effectiveness of protecting the rights of participants in social security relations suggests the need for further improvement of such protection.
Currently, the mechanism of indexation of insurance pensions is undergoing serious changes. The article is devoted to modern legal regulation in this area, as well as the prospects for its development. In addition, topical issues arising in the practice of indexation of pensions are touched upon.
The article discusses the use of dynamic temporary roles in the process of digitalization as a way to accelerate organizational change instead of the classical approach with static roles (classical job descriptions). Recommendations on the implementation of the new approach are given and its advantages are described.
HR dashboards are becoming an effective tool for visualizing key HR metrics, providing visibility and accessibility of real-time data. The study examines approaches to the development of HR dashboards, taking into account the interests of various stakeholders, and analyzes the metrics that are most in demand by HR specialists and managers. The HR dashboard development algorithm is considered. The options presented in the public domain are analyzed. Based on which advantages and limitations are highlighted. Special attention is paid to the possibilities of integration with other information systems of the enterprise. The research part is based on the results of a survey of twenty experts from Omsk enterprises. This is the basis for identifying metrics that can potentially be used in the development of dashboards for a specific enterprise. The metrics are distributed across individual HR management functions. It is proposed to use a project approach in the development of an HR dashboard. The results obtained confirm the high practical importance and prospects of implementing HR dashboards in the organization.
This article is devoted to the current problems of personnel security and staffing of enterprises of various forms of ownership. In modern conditions, the lack of a state policy in the field of personnel security and staffing leads to additional problems. The article argues for the need to adopt a personnel security strategy. Attention is drawn to important problems concerning the interaction of educational organizations and enterprises of different forms of ownership. The ways of their solution are proposed.
The article analyzes the essence of the concept of “conflict.” Various interpretations and features of the emergence of conflict situations in organizations are revealed. Within the framework of the article, it is reflected that although there are many approaches to the term conflict, but a common point among all definitions, conflict is understood as a clash of opposite interests. The author in the study emphasizes that conflict performs both destructive and constructive functions. On the one hand, it can lead to disorganization of the team, emotional and material costs, deterioration of the socio-psychological climate. On the other hand, conflict helps to identify and eliminate shortcomings, stimulates changes and development of the organization. It is important to note that conflict is a dynamic process that goes through several stages: the emergence of an objective conflict situation, awareness of the situation as a conflict, conflict behavior and conflict resolution.
In accordance with the new GOST R 7.0.8-2025 "System of standards for information, library and publishing. Office work and archival work. Terms and definitions" an act is a document drawn up by several persons (a person) or a commission and confirming facts or events. The certificate refers to reference and information documents in the organizational and administrative documentation system. On the basis of it, administrative documents or other management decisions can be made. Let’s consider the general rules for drawing up and drawing up an act.
The article is devoted to the development of a dynamic reminder model aimed at improving task management efficiency in human resources. The relevance of the research is driven by modern challenges such as automation, digitalization, and remote work. The model addresses key issues, including optimizing reminders, accounting for individual employee characteristics (reliability and responsibility), and reducing the burden on the management system. The goal of the model is to increase the likelihood of task completion on time through adaptive reminders. Its novelty lies in the use of probabilistic methods and optimization algorithms that consider task dynamics and employee characteristics. The practical value of the model lies in its integration into project management systems (e.g., Jira, Trello), CRM, and corporate platforms. This automates task management, reduces the workload on managers, and enhances work efficiency. The model also improves communication and reduces employee stress. The proposed model can be adapted to various industries, providing a competitive advantage through the optimization of human resource management.
