The purpose of the study is to justify the need to formulate the concept of employee profiling by analogy with the legislation on employment of the population, taking into account the specifics of legal regulation of labor relations. It is concluded that digital profiling in labor relations results in new knowledge (hypothesis), which becomes the basis for making a decision affecting the rights and legitimate interests of the employee. In this regard, the need to determine the legal status of the obtained knowledge in the context of its obligation and the possibility of being appealed is substantiated. A conclusion is made about the contradiction that underlies the formation of a digital profile — the employer’s right to information power over the employee and the employee’s right to privacy. The diversity of established approaches to the concept of a digital profile in scientific literature and in legislation is revealed. In order to establish an information balance between the parties to labor relations, it is proposed to formulate and enshrine in the Labor Code of the Russian Federation guarantees provided to the employee in the event of profiling.

Members of the Board of Directors (Supervisory Board) of a commercial company must act in the company’s best interests honestly and reasonably. The relations between them and the company can be governed by both labor law and corporate law norms. In practice, situations often arise related to a member of the Board of Directors transferring their vote when making decisions by the Board (Supervisory Board). Most scholars, citing law and judicial practice, respond negatively to the question of the possibility of such a transfer. The authors of the article analyze legislation and judicial practice, recent legal amendments, and weigh all the pros and cons of such regulation.

The article is devoted to the analysis of the legal regulation of the work and rest regime of the flight personnel of civil aviation of the Russian Federation, taking into account international standards of the International Civil Aviation Organization (ICAO — International Civil Aviation Organization). The specifics of regulating working hours, compliance problems, the impact of the COVID-19 pandemic, as well as judicial practice on processing, labor protection violations and schedule planning errors are considered.

In Russian legislation, there is no single concept of labor dispute. The Labor Code of the Russian Federation establishes the concepts of "individual labor dispute" and "collective labor dispute". In science, there are various approaches to defining the concepts of labor disputes, and the author of the article concludes that it is necessary to introduce a unified concept of "labor dispute" into the Labor Code of the Russian Federation. The absence of a single concept of labor dispute and clarifications on when an individual or collective labor dispute arises leads to difficulties in legal application for ordinary workers, who are primarily the target of the Labor Code of the Russian Federation. The author analyzes classifications of labor disputes proposed by scientists, differences between individual and collective labor disputes, reasons for their occurrence, and the procedures for their consideration. To fill gaps in legislation and legal practice, the author proposes amendments to the legislation and the issuance of necessary clarifications at the level of the Supreme Court of the Russian Federation.

The article is devoted to the practical issues of ensuring the necessary level of loyalty of the personnel of state-owned enterprises. The features of the negative impact of employees’ disloyalty on the stability of the production team are considered. The systemic nature of the loyalty problem is shown, and the causes and consequences of employees’ disloyalty are analyzed. The conclusion is substantiated that it is advisable to be selective when planning measures to increase loyalty, and to determine the requirements for loyalty of different categories of employees.

This scientific article examines the relationship between contractual and state legal regulation of guarantees and compensation for persons engaged in labor activities and living in areas with special climatic conditions. The relevance of the scientific research is due to the primary need to improve the currently relevant legal mechanism for protecting the socio-economic rights of citizens facing adverse environmental impacts. Particular attention is paid to the study of regulatory legal acts that define the minimum standards of guarantees and compensation, as well as the possibilities of expanding these standards based on the provisions of collective agreements and agreements in relation to these categories of citizens and workers. In addition, this scientific article, based on an analysis of judicial practice and doctrinal approaches to resolving conflicts between contractual and state regulation, substantiates the need to harmonize these forms of regulation to ensure a fair balance of interests of employees and employers. The author also offers practical recommendations for improving legislation in order to increase the effectiveness of protecting the rights of employers and citizens represented by workers living in areas with special climatic conditions.

In this paper examines the key aspects of union representation for employees in the context of resolving individual labor disputes. The union plays an important role in protecting the rights of employees by providing legal support and advice in complex situations. The focus is on the legality of the employer’s actions, compliance with the procedures for dismissal and disciplinary measures, and the legal support provided for disputes. The paper analyzes how the union can act on behalf of employees, representing their interests in labor disputes, even if they are not directly members of the union. The benefits of this approach are discussed, including the ability to pool efforts to protect the rights of employees and enhance the effectiveness of dispute resolution. The work highlights the importance of trade union representation in ensuring fairness and protecting labor rights, as well as the relevance of creating mechanisms to represent the interests of a wide range of workers in today’s labor market.

The article is devoted to the study of the role of onboarding in industrial enterprises. The main stages and tools of onboarding used for effective adaptation of personnel (without work experience) to new working conditions are considered. The article also presents cases of onboarding implementation in Russian industrial companies.

The article analyzes scientific publications devoted to the digital transformation of recruiting, with an emphasis on the modern challenges of the labor market. Technologies such as artificial intelligence, chatbots, voice assistants, and AI-based platforms are examined. Examples of the implementation of artificial intelligence tools in the practice of four Russian companies are provided, illustrating increased recruiting efficiency, reduced timeto-hire, and improved candidate interaction. The research emphasizes the role of digital technologies in modernizing recruiting processes and shaping new approaches to personnel management in the context of a rapidly changing labor market.

The article is devoted to the study of the specifics of the design and functioning of the personnel management system at retail enterprises, revealing its connection with the integrated enterprise management system (IMS) and the unique characteristics of commercial activities. Considerable attention is paid to identifying the fundamental components of the personnel management system, emphasizing their crucial role in ensuring accelerated growth and dynamic development of the enterprise. A detailed analysis of both generally accepted and specific factors affecting the personnel and management infrastructure of the trade has been carried out.

Analyzing the issue of technological complexity and the uncertainty of personnel selection and assessment criteria, the authors propose and discuss an empirical model of personnel selection and assessment criteria developed on the basis of a large body of empirical data. Using mathematical modeling methods, the authors identify markers that characterize both the employee himself/herself and his/her position in professional activity, as well as his/her attitude toward it: "Resilience", "Competitiveness", "Collectivism", "Team Orientation", "Adaptability", "Conscientiousness", and "Risk-Taking". The psychological interpretation of the identified dispositions is examined. The article presents psychometric data on the validity and reliability of the proposed model.

The article is devoted to the study of the possibilities of using the "goal tree" method to build an effective system of material incentives for personnel and achieve the strategic goals of the organization in a modern market economy using the example of the Ural industrial company. Particular attention is paid to the mechanism for integrating methods for developing key performance indicators into the material incentive system: the relationship between the achievement of indicators and the amount of bonuses to employees is determined.

What regulatory act regulates the maintenance of electronic document management in federal executive bodies and approves recommendations for the formation of a list of documents to be created, stored and used exclusively in electronic form, which documents reflecting the relationship between the employee and the employer can be drawn up in electronic form and what should be paid attention to when introducing electronic document management and fixing them in the nomenclature of cases, we will consider in detail.

This article presents the results of a comprehensive study of the personnel development system as an element of strategic HR management, using the example of the road construction organization Avtodoroga LLC. The study identifies systemic problems in human resource management, including the lack of a talent pool, fragmented training programs, and poor integration of development processes with employee career development. Based on the strategic analysis methodology and empirical research results, a comprehensive transformation program has been developed, including the development of a multi-level talent pool system, the implementation of modern training technologies, and the creation of a digital HR management platform. The economic justification demonstrates the high effectiveness of the proposed measures, with an estimated annual economic benefit of 1.76 million rubles, a payback period of 9 months, and a profitability index of 1.29.