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 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 uthors 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 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.

Automation of warehouse operation can reduce the influence of the human factor on production processes. The article examines how the «digital worker» increases the productivity of logistics centers.

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 of personnel management development is a key problem of the personnel strategy of the enterprise.

The article is devoted to the key aspects of training engineering personnel for domestic industry, taking into account modern requirements in the field of design and engineering design, development and production. Among them are education, internships and practical training, cooperation with foreign universities and companies, a state support program and the development of a production culture. There is also a rapid development of new technologies and their introduction into production. Personnel training should be aimed at the ability to quickly adapt to new conditions and technologies, as well as at the constant support and development of scientific and technological progress. Engineers need more in-depth, systematic and specialized training to enable them to create and maintain modern automated, including robotic, systems.

The author analyzes the issues of legal regulation of working hours of remote workers, identifies the features of the labor regime. Attention is paid to the prerequisites for the formation of transformational processes in the field of labor law and its separate institution as working time. The author analyzes judicial practice in the field of bringing remote workers to administrative responsibility

The article reviews and analyzes legislation and by-laws governing labor relations with the participation of employees called up for military service on mobilization or who entered into military service under a contract, or who signed a contract for voluntary assistance in fulfilling the tasks assigned to the Armed Forces of the Russian Federation in 2022 and 2023.

When resolving labor disputes, messengers become popular as evidence of various circumstances, in particular the amount of wages. In order for the courts to establish the circumstances to which the party refers via the messenger, they must be correct. So, in some cases, the courts take into account the correspondence of the parties in messengers as relevant and admissible evidence, in other cases they refuse to satisfy the claims of the plaintiffs, since the information transmitted through messengers does not meet the requirements of reliability and sufficiency.