Structural Dynamics of Employment of Older People in the Eurasian Economic Union Countries

Employment of older people can help solve problems arising from the population ageing. The growing demand for such employees creates favourable conditions for the realisation of their resource potential. In order to identify potential sectors for the employment of older workers, the study assesses structural shifts in the labour market by type of economic activity in the Eurasian Economic Union (EAEU). It was hypothesised that, despite labour potential differences, the EAEU countries have similar industries characterised by positive trends toward increasing employment of older workers. After identifying these trends, the research classified theoretical approaches to the study of employment opportunities for older adults. The assessment of structural differences in employment by type of economic activity was conducted based on the selected methodology. To quantify changes in the EAEU countries, employment of older workers was analysed using the integral coefficients of structural shifts of Gatev and Ryabtsev. According to statistics on the population employment for 2014–2019, older people of the EAEU countries (except Armenia) can continue to work in real estate transactions, hotels and public catering establishments, as well as in the field of health care and social services. To stimulate the employment of older workers in these areas, state measures, based on the proposed recommendations, can focus on promoting entrepreneurship and expanding the information environment for older people.

Labour Market and Educational Services Trends in Post-Conflict Territories of Ukraine

Promotion of youth employment, especially in the post-conflict territories of Donetsk and Luhansk regions of Ukraine, is one of the key global problems of a country that is a challenge to its sustainable development. Higher education institutions play an important role in this process. They form the labour potential for the development of a region. However, their activities do not always correspond to their (regional) needs. Studies on employment experience and labour mobility of graduates of higher education establishments in Donetsk and Luhansk regions of Ukraine evidence of the extremely high rate of re-profiling of young graduates and / or their migration to other regions of the country or abroad. This article proposes a number of measures, including within the framework of educational reform, to be implemented to reduce youth unemployment both in the region and in Ukraine as a whole. It is noted that it is advisable to intensify the processes of supporting the initiatives of young people in post-graduate vocational training and employment, encouraging them to actively seek employment and to acquire a profession or occupation in demand in the labour market. Attention is drawn to the need for awareness-raising and education in this regard. It is argued that measures aimed at preventing the migration of scientists should be included in national policy documents. It is suggested that special attention be given to the programme approach, which should form the basis of a legal mechanism to promote the preservation of the region’s intellectual potential.

Methodological and Practical Issues of the Organization of the Personnel of the Enterprise and the Implementation of Changes to its Structure

The article is devoted to the study of methodological features and substantiation of practical measures in the organization of the enterprise personnel system and the introduction of changes in its structure. It is proved that personnel management is a system of interdependent, organizational, economic and social measures aimed at implementing the conditions of normal functioning, development and effective use of labour potential at the enterprise level. Emphasis is placed on the fact that the active development of the labour market and related processes of economic relations have given rise to new theoretical ideas about the organization of personnel management, a critical understanding of this problem requires adequate approaches to solving the problems of labour management. The main goal of personnel management is highlighted, which is to effectively combine staff training, training and motivation to perform work with a more complex level. The authors, on the basis of general approaches, have developed a methodology for improving the structure of personnel in order to increase the efficiency of the enterprise. It is established that the personnel management system at the enterprise should provide the optimal balance of the processes of arrival and dismissal of employees, i.e. updating the number of staff; development of high-quality staff in accordance with the needs of the enterprise. It is revealed that the practical implementation of personnel strategy at the enterprise is carried out by the systematic use of means of implementation, and the means in turn involve ways and methods of action. As a result of elaboration of ways and means to achieve the strategic goal, the formation of personnel strategy is possible under the conditions of assessment of opportunities and threats of the external environment. Enterprises should create such a system of protection so that in the face of risk factors, it can improve its competitive position in relation to other enterprises that do not have such a system.

Adaptation and development of human resources as an instrument of increasing the competitiveness of the organization

Introduction. There is a redistribution of the structure of workers; the amount of manual labor is reduced, while mental labor becomes more popular in modern conditions of modernization of production and use of advanced technologies. The role of the human factor is steadily growing; companies have very high demands on the skills and knowledge of employees. One of the key resources of competitiveness is the human resources of the company's employees. The process of adaptation and development of human resources as an instrument of increasing the competitiveness of the organization studied: V.V. Bezsmertna, T.Yu. Bazarov, L.B. Balabanova, O.V. Sardak, A.M. Grinenko, et.al. The purpose of the paper is to study the process of adaptation and development of human resources as an instrument of increasing the competitiveness of the organization. Results. The evolution of the notion of man as a subject of economic activity has contributed to the change in the concepts that define his place and role in this activity. The main functions of management and development of human resources in the labour market are planning, organization and control. These functions can be realized through a clear division of functions and job responsibilities, providing training, development and professional development, as well as organizing a system of employee motivation. Improving the level of education of employees as one of the priorities for the development of labour potential of the organization is due to the growth in the economy of services, which stimulates the need for information and development of employees. Conclusion. Thus, it should be noted that the development of human resources of the organization involves direct investment in employees, aimed at increasing their competitiveness and, consequently, the competitiveness of the organization. Implementing this task, management needs to identify and assess their employment’s opportunities, choose the best way to manage labor potential, be able to interest staff in development and thus increase human resources.

Conceptual directions of effective management of labour resources employment in agriculture

Rapid information technology progress leads to increased competition both within countries and between them. This actualizes the ability of personnel to function in market conditions, as well as to master new and promising ones. All over the world, in recent years, the processes of management of labour resources employment have acquired a fundamentally new meaning in terms of achieving competitiveness of both individual organizations and countries as a whole. In this regard, economic transformations made it necessary to study new processes in the sphere of population employment, formation and regulation of the labour market, and use of labour resources in production field. The paper describes the current trends in formation of the labour potential in agriculture, results of the personnel situation analysis in the agricultural sector of Belarus. The factors determining transformation of the forms of labour organization and employment in the economy and agriculture have been systematized. The results of ranking of economic sectors by the degree of attractiveness of employment in them are presented. The toolkit for professional identification for choosing future area of employment has been systematized. Conceptual proposals for efficient management of labour resources employment in agriculture have been substantiated; the forms of implementation of management influences on the development of the industry, employment and rural areas have been clarified. The social significance of agricultural labour and the need to increase its prestige were especially emphasized. The research results can be used in development of proposals, substantiation of concepts, program and other documents in terms of problems of strengthening the labour potential of the agro-industrial complex, enhancing the labour motivation of workers in the agricultural sector, and increasing labour productivity in agricultural organizations.

Contradictions and tensions in the employment of older persons in modern Russia

The article identifies the main contradictions and tensions in the work and employment of older people in the modern Russian economy. On the basis of current theoretical concepts and discussions, the definition of older workers is given and the key problems in their employment are identified on the basis of Federal State Statistic Servece and research results. The main contradictions are primarily related to doubts about the possibility of fully using the labour potential of older people in the modern economy and the recognition of the need for this. In addition, Russian society still continues to be dominated by stereotypes regarding older generations of workers and, in particular, the elderly. In the labour market, they are clearly manifested in the difficulties of employment after the age of 45 and in their segregation into the sector of low-paid and unattractive work. As the age increases, the position of a person in the labour market deteriorates, and the retirement age for many people who are still actually healthy and fully able-bodied becomes a marker of liberation from the compulsions and discrimination of the Russian labour and employment system. For the majority of people who retire, the main factor that keeps them at work is only income, which, in combination with a pension, allows them to lead a normal lifestyle. In this context, education focused on the needs of age-related workers is of particular importance. The situation is such that, on the one hand, it is necessary to implement programs of retraining and systematic professional development of employees at older ages, and, on the other hand, this goal is useless due to the lack of motivation on the part of the employees themselves.

Specifics and prospects of the Yamal–Nenets Autonomous Okrug labour market in the context of economic and demographic development trends

The paper studies peculiarities of formation and use of the Yamal–Nenets Autonomous Okrug labour potential. The purpose of the study is to identify the specifics of the situation in the regional labour market, its main determinants and development prospects, and to formulate proposals for employment policy corresponding to the peculiarities of the socio-demographic and economic situation. The paper is based on state labour statistics, municipal statistics, information of the Federal Register of Disabiled Persons, and the Rosstat population surveys data. To solve the research tasks the author uses methods of descriptive statistical analysis, as well as clustering methods in application to data characterizing tensions in the labour market of the municipalities of the region. The results of the analysis indicate the high role of migration in the formation of the labour potential of the region. Among the structural features of employment of the Yamal–Nenets Autonomous Okrug are a significant share of shift labour and a high proportion of migrants in the labour force, significant disparities in the structure of employed by economic activity and occupational group, as well as a small proportion of self-employed and entrepreneurs. The author concludes that the problems of the labour market act as an obstacle to the sustainable development of the region.

RIGHTS OF PERSONS WITH DISABILITIES IN THE SPHERE OF LABOR AND EMPLOYMENT IN THE NOVOSIBIRSK REGION

The low level of employment of disabled people in the Novosibirsk region shows that in the region there is a need to develop additional legal instruments that ensure the implementation of the right to work of this category of citizens. The measures proposed in this study to increase the employment of persons with disabilities are based on the practical experience of other subjects of the Russian Federation and countries, and also take into account the peculiarities of the labour potential of persons with disabilities.

The Contest Between Religious Interests and Business Interests ‒ TFD Network Africa (Pty) Ltd v Faris (2019) 40 ILJ 326 (LAC)

The right to freedom of religion is one of the fundamental human rights. This is evident from several sections of the Constitution of the Republic of South Africa, 1996 (the Constitution), including sections 9, 15 and 31. Section 9(4) prohibits unfair discrimination (whether direct or indirect) against anyone on one or more of the grounds listed in section 9(3), which includes religion. Section 15(1) states that everyone has the right to freedom of conscience, religion, thought, belief and opinion, while section 31(1)(a) provides that persons belonging to a religious community may not be denied the right to practise their religion with other members of the community.In line with the Constitution, labour legislation such as the Labour Relations Act 66 of 1995 (LRA) and the Employment Equity Act 55 of 1998 (EEA) also protects this right. Section 187(1)(f) of the LRA provides that if an employee is discriminated against and is dismissed based on religion, among other grounds, such a dismissal will be deemed to be an automatically unfair dismissal. Section 6(1) of the EEA prohibits unfair discrimination, whether direct or indirect, in any employment policy or practice based on prohibited grounds such as religion. It is evident from all the above provisions that the right to freedom of religion is vital to people’s lives, including employees’ lives.Although an employee has the right to practise religion, he or she also has the common-law duty to render services or to put his or her labour potential at the disposal of the employer as agreed in terms of the contract of employment – except during the employee’s annual leave, sick leave and maternity leave. An employee may therefore be in breach of this duty if he or she refuses to work or deserts his or her employment or absconds from his or her employment or is absent from work without permission. In addition to the above duty, employees have a duty to serve the employer’s interests and to act in good faith. Often, employees’ right to freedom of religion collides with their duty to render services and to serve the employer’s interests; employees present various reasons related to their religious practices for their failure to render services. As a result, employers are regularly required to be lenient and make efforts to accommodate employees’ religious beliefs in the workplace. At times, this becomes a burden to employers as they have to accommodate employees with diverse individual religious interests, but also ensure that their businesses remain operational. Religion remains one of the most contentious and problematic areas for employees and employers to deal with in the workplace.The discussion that follows evaluates the court’s finding in view of relevant constitutional provisions, labour law legislation and common law. It further considers the position under American law regarding religion and reasonable accommodation in the workplace.