The article is devoted to the analysis of federal and regional legislation on young specialists, which made it possible to identify the main criteria that define the concept of "young specialist". At the same time, the analysis of regional legislation showed that the criteria used to define this concept vary depending on the region and industry. Based on the results of the study, a conclusion was formulated on the advisability of amending labor legislation in order to highlight the specifics of regulating the labor of young professionals as an independent chapter regulating the legal status of this category of employees, establishing and providing them with social and labor guarantees and compensations related to labor activity.
By defining the content of the employment contract, the employer may include criteria for successful completion of the test as an additional condition. If the parties to the employment contract have defined the conditions for successful completion of the test, which may include full and timely performance of the employee’s work function, fulfillment of orders and orders from the employer, orders from the immediate supervisor, impeccable compliance with local regulations, labor discipline, labor protection, then if these criteria are not met, the employee may be dismissed as having failed the test results. Conversely, if the employer has not warned the employee about what indicators must be achieved in order to be considered as having passed the test, then firing the employee under Article 71 of the Labor Code of the Russian Federation may create certain difficulties for the employer.
With the spread of artificial intelligence in the workplace and the introduction of algorithmic management into work processes, issues related to the protection of employees’ personal data are becoming increasingly important, requiring increased attention from both employers and regulatory authorities. The increasingly obvious problems, reflected in judicial practise, increase the likelihood that amendments to labour legislation will be introduced in the coming years to maintain its effectiveness in the new environment. These changes may affect not only Chapter 14, "Protection of Employees’ Personal Data", but also provisions included in other chapters of the Russian Labour Code.
The article explores the key problems of legal regulation of the labor of foreign citizens on the territory of the Russian Federation through the prism of private international law. The relevance of the topic is due to the intensification of migration processes and the need to harmonize national legislation with international standards in the field of labor migration. In addition, the article considers cases of application of foreign legislation to labor relations in accordance with international treaties of the Russian Federation, and also emphasizes the need for a balance between protecting the national labor market and observing the international obligations of the Russian Federation in the field of freedom of labor and preventing discrimination against foreign workers.
The article discusses the changes concerning the establishment of incentive payments introduced into the Labor Code of the Russian Federation in accordance with the position of the Constitutional Court of the Russian Federation. The issue of the imperfection of the definition of wages in the current Labor Code and the lack of a definition of "incentive payments" is raised.
The article is devoted to the problem of extending direct judicial review to specific sources of labour law — local regulations and collective agreements. Based on the results of the analysis of judicial practice, the author states that these sources have a kind of "judicial immunity", the reason for which is rooted in the historical development of the institution of judicial review as a tool for restraining public authorities. The author substantiates the need to overcome this "judicial immunity" and extend direct judicial review to specific sources of labour law due to the latter’s compliance with the criterion of non-personalized legal norms in them.
The article provides a comparative analysis of the labor compliance systems implemented in such major Russian companies as Gazprom, RUSAL, Aeroflot, Sberbank and MTS. The mechanisms, organizational models and control procedures enshrined in the local regulations of the companies are examined. The work identifies trends and problems specific to the state of labor compliance in Russia, the main of which is the focus of organizations mainly on ethical labor conflicts. In conclusion, the article provides recommendations for improving labor compliance systems to increase their effectiveness in preventing and resolving labor conflicts.
This article examines practical issues related to the use and evaluation of employee geolocation data in resolving individual labor disputes. It is noted that such data can be used as evidence in labor disputes both in labor dispute commissions and in court. The admissibility and relevance of this evidence must be assessed taking into account the established procedure for obtaining it and the legality of its collection. It is emphasized that monitoring employees using their geolocation data is only possible during working hours and only for the purpose of monitoring performance of work duties and labor discipline. Personal data, including biometric data, obtained outside of working hours, according to the authors, constitutes a violation of the employee’s right to freedom of movement and privacy and should not be accepted as evidence in resolving labor disputes.
The research focuses on the transformation of global production network management strategies: from prioritizing energy efficiency to controlling human resources as a key source of value creation. In the context of the transition to new energy sources, staff stability (preventing information leaks, preserving corporate experience, minimizing the outflow of qualified personnel) is becoming a critical factor in the overall efficiency of resource use and the reliability of production chains. The concept is proposed, according to which investments in human capital directly affect resource efficiency. This concept integrates personnel management, process optimization, cost control and logistics, positioning team development as the main driver of reducing energy consumption and increasing system sustainability.
The article presents a systematic analysis of the impact of key text generation hyperparameters — Temperature, Top-K, and Top-P (nucleus sampling) — on the quality of Large Language Model (LLM) outputs in the context of automating Human Resources (HR) processes. The study aims to determine optimal parameter configurations for various classes of HR tasks, ensuring a balance between normative accuracy, contextual adaptability, consistency of results, and minimization of algorithmic biases. The methodology involves experimental testing of the GPT-4 model on a specialized corpus of 50 HR prompts, divided into five categories: formal/legal, analytical, communicative, creative, and methodological (development of assessment tools) HR tasks. The results demonstrate a pronounced dependence of the adequacy and stylistic appropriateness of generated texts on hyperparameter calibration. Based on the findings, practical recommendations are formulated for the parametric configuration of LLMs to support their responsible integration into HR processes.
The article provides a comprehensive analysis of the role of the Russian Federation in the system of international labor migration in the period 2019-2025. Based on official statistics, the dynamics and structural characteristics of migration flows are investigated, including the volume of arrivals and departures, as well as the features of migration growth. Particular attention is paid to the geographical structure of migration (with the dominance of the CIS countries) and the country-by-country differentiation of flows, which makes it possible to identify changes in the composition of key donor countries and labor recipients. The work assesses the impact of migration on Russia’s economic security in terms of GDP, employment, inflation, budget revenues and the scale of the informal sector. The author comes to the conclusion about the dual nature of migration, which, on the one hand, compensates for demographic failures and supports the economy, and on the other, generates risks associated with shadow employment and fiscal imbalances.
The authors highlight the importance of studying personal dispositions as key determinants of personnel stability. By empirically confirming a series of hypotheses, they demonstrate that such dispositions include variables reflecting social incorporation, adaptability, and personal activity. Defining the "construct of personnel stability", the authors propose two assessment technologies: direct evaluation of the construct itself and evaluation through a factor-based empirical model of personnel stability developed by the authors. Both technologies are supported by mathematical criteria for quantitativequalitative assessment and exhibit high psychometric indicators of validity and reliability.
The article addresses the topic of changes in the corporate education system in the modern Russian business environment. The purpose of the study is to analyze the successful practices of the largest domestic corporations, and to identify one of the most effective ways to attract and retain personnel — corporate education. This practice of corporate training is not just a way to retain staff, but a long-term investment in the future results of companies. The article summarizes the main directions of modern corporate education: gamification, a personalized approach to training, micro-training, social training, including for staff representing generation Z. It was concluded about key problems in the activities of corporate universities, changing priorities in their activities, affecting the effectiveness of not only HR service, but the whole company.
The article discusses the problem of the multiplicity and multidimensional definition of "personnel development". A systematic analysis of existing approaches to the semantic content of the studied concept is presented. Based on the analysis of the works of domestic and foreign authors devoted to the identification of the specifics and significance of the professional development of personnel, twelve key meaning-forming aspects used to systematize the definitions are identified, on the basis of which the corresponding classification is presented aimed at increasing the accuracy and practical applicability of the term "personnel development".
This article is a study aimed at identifying specific features of platform employment. The authors conducted a multidimensional analysis of the content of the concept of platform employment, its types, as well as positive and negative aspects of the impact on the situation of platform workers. Particular attention in the work is paid to judicial practice, the positions of authoritative representatives of the Russian economic and legal community.
