In the context of accelera ting digitalization of the labor sphere, employers have intensified the formation of digital profiles of workers, filling them with information both from traditional sources and using new tools, one of which was the search and analysis of digital traces of job seekers and workers. Digital traces help to verify the reliability of information regarding job seekers and employees, to increase the effectiveness of the implementation of the employer’s right to manage and control the employee and his work activities, to make forecasts regarding the future employee in the organization. At the same time, the main risk for the employer when searching and analyzing digital traces is to be accused of unreasonable interference with the privacy of employees, violation of the balance of work and personal life.

This article presents an algorithm for legally regulating the labor of remote workers based on the Labor Code of the Russian Federation and other federal laws. Continuing to interpret these provisions, the author examines the process of organizing the work of remote workers from the perspective of the employer’s need to develop local regulations not specified in the law, acquire and install software and tools for identification and authentication, perform the employee’s work functions, monitor remote workers, and exercise authority over labor protection and the protection of employees’ personal data. Examples of software and modern digital technologies in this context are provided. The article examines the potential of using digital technologies in the onboarding process for employees with specific needs for remote work as a means of employee retention. Finally, the article provides examples of judicial practice on controversial issues related to the organization of remote workers’ work. The analysis of the presented materials leads to the conclusion that the use of digital technologies enhances the potential and effectiveness of implementing remote employment.

The Labor Code of the Russian Federation contains a separate Article 60.2 on assigning additional work to an employee. There are different opinions regarding the application of this article: the necessity of signing a written agreement on additional work, the inclusion of the duties of a temporarily absent employee in the employee’s job function, and the payment for additional work. The author of the article attempts to comprehensively examine these issues, considering established judicial practice.

Electronic databases, including digital profiles of government civil servants, are a modern source for storing their personal data. The transition to digital profiles of civil servants, ensured by the proper level of digital security in the context of building Society 4.0, is an extremely relevant theoretical and applied issue that requires careful study by the legal doctrine for use in the practice of public personnel management in the civil service in the Russian Federation. The studied experience of foreign countries (primarily China) and domestic development (GIS Poseidon) prove that a digital platform based on artificial intelligence technology, trained on the basis of big data, is an impartial tool in overseeing the activities of civil servants, helping to mobilize information from various sources of information (including digital profiles). According to the authors of the article, thanks to the introduction of this digital tool, it will be possible to identify facts that are important for the civil service, including conflicts of interest and signs of corruption offenses.

The constitutional right of a citizen to freely dispose of his ability to work presupposes not only the right to free choice of place and form of realization, but also the possibility of unhindered change of type of labor. Such an opportunity is provided by the norms of labor legislation providing for the procedure for termination of an employment contract at the initiative of an employee. At the same time, the necessary legal conditions must be provided to achieve optimal coordination of the interests of the parties to the employment contract, including the employer. Based on the analysis of judicial practice, the authors believe that the latter is not fully implemented in practice, since when considering labor disputes on the specified basis of termination of an employment contract, the rule for the distribution of evidentiary duties is significantly transformed, and legally significant circumstances indicating the lawful behavior of the employer follow not from the law, but from the legal positions of the Supreme Court of the Russian Federation and decisions of lower courts.

The existence of absenteeism on a business trip has long been controversial, as legislation defines absenteeism as absence from the workplace without good reason. According to the authors of the article, when dismissing an employee for misconduct during a business trip, it is necessary to pay attention to compliance with the procedure for applying disciplinary sanctions established by Art. 193 of the Labor Code of the Russian Federation, taking into account the timing of prosecution, as well as the peculiarities of fixing a violation, taking into account information obtained from documents provided by the receiving party.

The article analyzes the legal regulation of the accumulation and confirmation of insurance periods for the purpose of insurance pension assignment. It is noted that insurance experience is one of the key legal facts necessary for the implementation of pension rights of employees. The prospects for the development of this institution of compulsory social insurance are considered.

The article discusses the features of the structural organization of platform employment in Russia. The relevance of the topic is due to the rapid spread of digital technologies and the emergence of digital platforms, the transformation of the labor market and the emergence of new forms of social and labor relations. Based on statistical data and analysis of the gender and professional structure of platform employment, key features of the distribution of platform workers by economic sectors have been identified. The paper focuses on the institutional characteristics of platform employment, its socio-economic consequences and the specifics of the Russian labor market in comparison with international practice. The results of the study show the presence of gender segregation of employment on digital platforms, as well as differences in the representation of professional groups.

The purpose of the scientific article is to determine the trajectory of transformation of professional competencies of young specialists in the conditions of the modern labor market of the Russian economy. The scientific article presents the results of a study of transformational changes in the competence-based approach to hiring and managing young specialists in Russian enterprises during the period of the mobilization economy. The relevance of the work is due to the transformation of the labor market since 2022 under the influence of mobilization processes and the post-industrial transition accompanied by digitalization. This has increased the importance of universal and digital competencies of young professionals. These transformational processes have an impact on changes in the employment rate of young professionals, who continue to be less competitive labor resources for Russian employers than experienced professionals. The article examines the main changes that occur within the framework of the requirements for the professional competencies of young professionals in the context of the mobilization economy of Russia. The current problems that remain influential in the employment of young professionals are analyzed. The main requirements that arise for young professionals in the framework of the formation of their digital competencies have been identified. The role of the state in stimulating the professional development and employment of young specialists in Russia in the context of a mobilization economy is determined. The results of the research can be used to develop a professional training program at enterprises in order to develop the professional competencies of young specialists, which should be adapted to modern changes and trends.

Companies continue to struggle with assessing factors that can positively influence employee engagement. This study aims to examine the impact of corporate social policy on employee engagement. Researchers have provided mixed assessments of the impact of corporate social policy on employee engagement. Therefore, the aim of this study is to analyze engagement assessment models to determine the place of corporate social policy within these models and, by examining corporate social policy, to assess its influence on employee engagement. The empirical basis for this study is an analysis of the impact of social policy on employee engagement. The main problem identified during the study is the lack of metrics and diagnostic questions related to social policy in the most widely used engagement assessment models at Russian companies.

Effective adaptation of personnel is a key factor for successful operations in manufacturing enterprises. A well–designed adaptation system allows you to achieve key goals — reducing the time of adaptation, quality training in the workplace, injury and accident prevention. This article is devoted to the analysis of the essence of professional adaptation of personnel in modern conditions, including the goals, types and methods of adaptation. Special attention is paid to summarizing the best practices of personnel adaptation at large manufacturing enterprises in Russia.

The authors explore the issues of forming social guarantees for citizens who have chosen the self-employment regime in the Russian Federation. The article analyzes the specifics of the regulatory regulation of selfemployment, the availability of such status and the associated risks, as well as the issues of guaranteeing rest time, paid sick leave, maternity leave to care for a child, the availability of insurance and pension contributions. The authors have identified several blocks of problems related to various reasons (objective and subjective) for the realization of the rights of citizens who have chosen a special regime, and proposed solutions to these issues. At the end of the study, it is concluded that the self-employed status is a promising form of work in modern conditions, but its use requires a clear study within the framework of legal mechanisms to eliminate conflicts of rights and obligations of a person, as well as the high responsibility of the person himself, not only when taking existing risks, but also when choosing ways to prevent them.

The article is devoted to the study of problems and prospects for optimizing the process of attracting and adapting seasonal and permanent workers in small agricultural organizations of the Ural region. The purpose of the work was to determine the most effective tools to attract the necessary human resources, as well as to ensure the effective introduction of new employees into the production process. The article considers effective methods of attracting, selecting, motivating labor and adapting seasonal and permanent personnel. Particular attention is paid to attracting seasonal workers, students and forming a permanent team. In the course of the study, specific and practical recommendations were developed for their implementation at enterprises in the region. The recommendations include financial incentives, social guarantees and cooperation with educational institutions. The results of the study will increase the competitiveness of agricultural enterprises in the region, increase the attractiveness of labor and ensure the stable functioning of the agricultural sector of the economy.

This article examines the system of formation and development of professional competencies of employees in the trade and service sector, which determine the quality of customer service and the competitiveness of organizations. A competency model for sales personnel is presented, including professional, communicative, service, and digital skill groups, with key components and their relationship to business performance analyzed. Priority directions for competency development are identified in the context of digitalization and increasing customer demands. Special attention is given to assessment tools — from traditional methods to HR-tech solutions based on digital footprints and big data analytics. The leading role of continuous learning and hybrid training formats in establishing a service culture and fostering long-term customer loyalty is substantiated. The conclusion provides a forecast of the transformation of competency models under the influence of artificial intelligence, big data, and ESG requirements, opening new prospects for building customer-oriented organizations of the future.

The article reveals the problems of personnel management in public catering enterprises, which are associated with high staff turnover, low employee engagement, and significant training costs. Traditional and modern approaches to management are considered, and the role of staff activation as a method of increasing employee engagement and forming self-governing teams is shown. The empirical basis is based on the results of an analysis of the personnel management system of the Sushkof and Pizza restaurant chain. The article proposes a program for the adaptation of chefs, which allows for a shorter period of onboarding, reduced staff turnover, and increased productivity. The practical significance of the study lies in the fact that the developed methodology can be used in public catering enterprises and other service organizations to improve the efficiency of personnel management.

The article examines the role of leadership potential of managers and the content of their key functions in the digital transformation of business models of modern organizations. Based on a comprehensive study, three main functions of managers have been identified: protecting business models, coordinating transformational initiatives, and shaping a digital strategy. The research is based on a methodology that includes the analytical identification of managerial functions in the digital economy, a systematic approach to studying the interaction of transformation components, and a quantitative assessment of an organization’s readiness for change. Special attention is paid to the practical aspects of introducing digital innovations and developing leadership competencies in the context of global digital transformation of society. The results of the study demonstrate that successful transformation requires managers to develop flexible thinking, adaptability, and coordination of large-scale changes. A system for assessing readiness for transformation is proposed, which includes 10 key indicators.

This article describes the specific features of staffing small businesses in the Russian Federation. It examines the role of small businesses in the regional economy, highlights key challenges associated with training and attracting qualified personnel, and proposes measures to improve HR policies. Various scholarly approaches to defining staffing are systematized, and the dominant aspects for each are highlighted: systemic, processbased, quantitative, and comprehensive. The specific features of staffing small businesses are characterized. Using a systems analysis method, an algorithm for developing a HR policy for small businesses has been developed. It includes three key stages (recruitment, selection, and hiring). Their implementation is subordinated to a single goal aimed at developing personnel with a high level of professionalism, the necessary set of skills, competencies, and personal qualities, which will ensure the competitiveness and development of small businesses. To develop small businesses, it is recommended to strengthen the managerial component of staffing by integrating leadership abilities, communication skills, and professional skills of personnel.

The article is devoted to the characteristics of the personal development of a young specialist: self-confidence and professional identity. The results of an empirical study of these qualities are presented. A comparative and correlation analysis was conducted of the expression of confidence in the chosen professional direction, the degree of social activity, and professional identity among students. In the group of students with a high level of professional identity, self-confidence indicators are more pronounced. Statistically significant relationships were found between self-confidence and professional identity indicators among students. The foundations of a social and psychological training program for students to develop confidence and professional identity have been developed.

Legal uncertainty regarding the formalization of employee salary indexation conditions in employment contracts is noted. To clarify existing issues in this area and develop uniform personnel decisions, consulting publications, the positions of the State Labor Inspectorate, and cassation court decisions are examined. The fundamental differences in approaches to the issues under consideration in the documents of supervisory authorities and in judicial practice related to the consideration of employers’ complaints against the orders of the State Labor Inspectorate are shown. The findings and practical recommendations are addressed to HR professionals. Federal lawmakers are encouraged to address the resulting enforcement difficulties by amending Articles 57 and 134 of the Labor Code of the Russian Federation.