Slide 19

The use of labor resources is characterized by the indicator of employment. Employment of the population is the activity of a part of the population aimed at creating a social product (national income). This is precisely its economic essence. Employment of the population is the most generalized characteristic of the economy. It reflects the level economic development, the contribution of living labor to the achievement of production. Employment combines production and consumption, and its structure determines the nature of their relationship. social entity Employment reflects a person's need for self-expression, as well as for the satisfaction of material and spiritual needs through the income that a person receives for his work. The demographic essence of employment reflects the interdependence of employment with the sex and age characteristics of the population, its structure, and the like. The principles of employment in market conditions are: the right of citizens to dispose of their ability to productive and creative work. the responsibility of the state for creating conditions for the realization of the right of citizens to work, promoting the disclosure of the interests and needs of a person by providing freedom and voluntariness in choosing the sphere of socially useful activity.

Slide 20

In accordance with the International Classifier of Employment Status, six groups of the employed population are distinguished: employees; employers; persons who work at their own expense; members of production cooperatives; family members who help with work; workers who are not classified by status. According to the Law of Ukraine "On Employment of the Population", the employed population includes citizens of our country who legally reside on its territory, namely: 1. employed on a full or part-time basis (week) at enterprises, institutions, organizations regardless of the form of ownership, in international and foreign organizations in Ukraine and abroad; 2. citizens who independently provide themselves with work, including entrepreneurs, self-employed persons, creative activity, members of cooperatives, farmers and members of their families who are involved in production; 3. elected, appointed or approved to a paid position in the bodies state power, management or in public associations; 4. citizens who serve in the Armed Forces, border, internal, railway troops, national security and internal affairs agencies; 5. persons who pass vocational training, retraining and advanced training with a break from work; students in daytime general education schools, secondary specialized and higher educational institutions; 6. engaged in raising children, looking after the sick, the disabled and elderly citizens; 7. working citizens of other states who are temporarily in Ukraine and perform functions not related to the activities of embassies and missions.

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The unemployed population is able-bodied citizens of working age who do not have a permanent or temporary job, are not looking for jobs that are not registered in public service employment and have income outside labor activity. The temporarily unemployed population is able-bodied citizens of working age who do not have a suitable job, registered with the state employment service as those who are looking for work. It is legally established that a job is considered suitable if it meets the education, profession (specialty), qualifications of the employee and is provided in the same area where he lives. The salary must correspond to the level that a person had at his previous job, taking into account its average level, which has developed in the industry of the corresponding region over the past three months. An important problem of economic science, the key task of the socio-economic policy of the state is the achievement of full and effective employment. In modern economic theory and practice, full employment is understood as such a state of the economy in which everyone who wants to work has a job with pay at the level of real wages that exists at a given time.

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Full employment can be achieved at any level of involvement in paid work, if the number of jobs meets the needs of the population. However, not every workplace can satisfy the need for it. This is evidenced by the presence of vacant (unoccupied) jobs along with the presence of the unemployed. Therefore, we should talk about economically feasible jobs, that is, productive jobs that enable a person to realize his personal interest, achieve a high level of labor productivity and have a decent income that guarantees the normal reproduction of the employee and his family. Therefore, full employment means matching the demand for economically viable jobs with the supply of labor. Such a balance makes it possible to ensure high results on the scale of the entire economy, since they are based on scientific and technological achievements and high labor productivity.

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Realization of the interests of society as a whole and of each person in particular will be facilitated by: Continuous improvement of jobs, Creation of new jobs that meet modern requirements, Removal of old jobs that do not meet economic feasibility from the production process. In this interpretation, full employment can be called productive. Hence, further development economics should come out of the interests of both the economy itself and the person (humanization of the economy). In a socially oriented economy, full employment can be effective if it provides a decent income, health, and an increase in the educational and professional level of each member of society based on the growth of social labor productivity.

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The quantitative assessment of effective employment can be characterized using a system of indicators: 1. The level of employment of the population professional labor. The coefficient of employment of the population by professional labor is determined by dividing those employed in professional labor by the total population. This indicator reflects the dependence of employment on demographic factors (birth rate, death rate and population growth). This coefficient is one of the characteristics of the well-being of society. 2. The level of employment of the able-bodied population in the public economy. This indicator is related to the dynamics of the working-age population, depending on changes in demographic and socio-economic factors. It is calculated similarly to the first indicator, that is, as the ratio of the population employed in professional labor to the size of the entire working-age population (labor resources).

Slide 25

3. The level of distribution of the labor resources of the society in the spheres of socially useful activity. Employment rates in studies, in the household and in other types of socially useful activities are determined similarly to the previous ones in order to establish the necessary proportions in the distribution of labor resources. 4. The level of the rational structure of the distribution of workers across industries and sectors of the economy. This indicator characterizes rational employment and has independent significance. Rational employment is the proportion of the distribution of labor potential by type of occupation, industry, sector of the economy. 5. The level of professional and qualification structure of employees. This indicator characterizes the correspondence of the professional and qualification structure of the working population to the structure of jobs.

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Distinguish between primary and secondary employment. Primary employment characterizes employment at the main place of work. If, in addition to the main job or study, there is still additional employment, it is called secondary employment. Types of employment characterize the distribution of the active part of labor resources by areas of labor use, professions, specialties. When determining the types of employment, the following are taken into account: the nature of the activity; social belonging; industry affiliation; territorial affiliation; level of urbanization; professional qualification level; gender; age level; type of property. Employment by the nature of activity is: - work in organizations different forms ownership and management; - work abroad and at joint ventures; - Military service; - study in daytime educational institutions; - housekeeping; - individual labor activity; - raising children in the family; - looking after the sick, the disabled and the elderly; - other types of activity established by the legislation.

Slide 27

Employment by social class: workers; professionals, specialists, technical employees; leaders; farmers; entrepreneurs. Employment by industry: in the sphere of material production; in the non-manufacturing sector; in certain large sectors (industry, Agriculture, construction, transport and communications, etc.). Employment by territorial affiliation: in certain regions; in economic regions. Employment by level of urbanization: in urban areas; in the countryside. Employment by type of ownership: state; private; collective; mixed. Employment for personal use of working time: full; incomplete; obvious incomplete; hidden incomplete; partial.

Slide 28

Full employment is an activity during a full working day (week, season, year), which provides income in the normal size for a given region. Underemployment characterizes the employment of a particular person or for part-time work or with incomplete pay or insufficient efficiency. Underemployment can be overt or covert. Explicit underemployment is predetermined social reasons, in particular, the need to get an education, a profession, improve qualifications, and the like. Hidden underemployment reflects an imbalance between labor force and other factors of production. It is associated, in particular, with a decrease in production volumes, the reconstruction of an enterprise and is manifested in low incomes of the population, underutilization of professional competence or low productivity.

Slide 29

Part-time work is voluntary part-time work. In addition to these types of employment, there are also so-called non-traditional, which include: seasonal, temporary employment, part-time employment. Today in Ukraine, these types of employment cover a large part of the population. part-time employment work time- this is work in a part-time shift due to the inability to provide the employee with work for the full norm of working time or at the request of the employee in accordance with his social needs, as well as in connection with the modernization or reconstruction of production. Temporary employment is work on temporary contracts. Temporary employees are employees who are hired under contracts for a fixed period.

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Seasonal employment is employment that is associated with the specifics of production. Work is provided for a certain period on a full-time basis and is formalized by an appropriate contract. Under the conditions of the transitional economy in Ukraine, an unregulated form of employment is quite common, which functions both as a primary and as a secondary employment of citizens. Unregulated employment is the activity of the able-bodied population of working age, which is excluded from the sphere of social and labor norms and relations and is not taken into account by state statistics. The expansion of unregulated employment is accompanied by a further depreciation of the labor force, a decrease in motivation to work, primarily in the public sector, and rising inflation and prices. Income from such activities is not taxed, so the state incurs certain losses.

Slide 31

3. The social essence of employment. Unemployment problems

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Personnel or labor resources of an enterprise is a set of employees of various professional and qualification groups employed at an enterprise and included in its payroll. The payroll includes all employees hired for permanent, temporary and seasonal work associated with both core and non-core activities.

The labor resources (personnel) of an enterprise are the main resource of each enterprise, the quality and efficiency of the use of which determine the results of the enterprise's activities and its competitiveness. The personnel of the enterprise - the main composition of qualified employees of the enterprise, firm, organization; it is a collection individuals connected by a contract of employment with the enterprise as a legal entity.

1. Depending on participation in the production process, all personnel of the enterprise are divided into two categories: production personnel constitutes the bulk of the workforce of the enterprise. This category includes workers directly related to production and its maintenance - these are workers in the main, auxiliary, auxiliary, side shops and service facilities. This also includes employees of design, technological organizations and laboratories, which are on the balance sheet of the enterprise.

Non-industrial personnel are personnel employed in non-production units. This includes mainly employees of housing and communal services, trade and public catering, children's, educational, cultural and medical institutions, which are on the balance sheet of the enterprise.

2. Depending on the functions performed, production personnel are divided into two main categories: workers and employees. 1. Workers - employees directly involved in the creation of wealth and the provision of production, transport and other services (workers of the main and auxiliary production, students, security personnel, junior service personnel).

2. Employees - employees involved in the preparation and execution of documentation, accounting and control, housekeeping Employees - includes the following categories of employees: Managers - they include employees holding positions of heads of enterprises, their structural divisions and their deputies, directors, chiefs, managers, managers, chief specialists ( Chief Accountant, chief mechanical engineer etc.). Specialists - employees engaged in engineering, technical, economic work (engineers, standard setters, economists, accountants, legal advisers, etc.).

The ratio of various categories of workers in their total number characterizes the structure of personnel (personnel) of the enterprise, workshop, site. The structure of personnel can also be determined by such characteristics as age, gender, level of education, work experience, qualifications, degree of compliance with standards, etc.

Personnel composition the enterprise and its changes have certain quantitative, qualitative and structural characteristics that can be measured with a lesser or greater degree of reliability and reflected by the following absolute and relative indicators: payroll and attendance number of employees of the enterprise and (or) its internal divisions, certain categories and groups on certain date; average headcount employees of the enterprise and (or) its internal divisions for a certain period; specific gravity employees of individual divisions (groups, categories) in the total number of employees of the enterprise;

The rate of growth (increase) in the number of employees of the enterprise for a certain period; average category of workers of the enterprise; the share of employees with higher or secondary specialized education in the total number of employees and (or) employees of the enterprise; average work experience in the specialty of managers and specialists of the enterprise; staff turnover for the admission and dismissal of employees; capital-labor ratio of workers and (or) workers at the enterprise and others.

There are attendance, payroll and average payroll compositions. The turnout number shows the number of employees who came to work on a certain date. Payroll - all permanent and temporary employees registered at the enterprise, both currently performing work and those who are on regular vacations, business trips, performing state duties, who did not come to work due to illness or any other reasons. The headcount is given as of a certain date according to the list, taking into account the employees hired and retired on this date.

In addition to the number of employees, the quantitative characteristic of the labor potential of the enterprise and its internal divisions can also be represented by the fund of time worked out by the employees of the enterprise, which can be determined by multiplying the average number of employees by the average duration of the working period in days or hours:

A profession is a type of labor activity that requires certain knowledge and practical skills to perform a certain type of work. Within the profession, specialties are distinguished - a type of activity that has specific features and requires additional knowledge and skills to perform work in a particular production area (for example, profession: locksmith, specialty: toolmaker, assembly fitter and etc.; economists (profession) are divided into marketers, financiers, etc.).

Workers of each profession and specialty differ in the level of qualification. Qualification is a set of knowledge and practical skills that allow you to perform work of a certain complexity, and is reflected in qualification (tariff) categories, categories. Tariff categories and categories are also indicators characterizing the level of complexity of work. According to the level of qualification, workers are divided into: unskilled, low-skilled, skilled, highly skilled.

The productivity of an organization is influenced by following factors: 1. Organizational and economic: increasing the concentration of production, deepening specialization and strengthening cooperation production processes, improving the organization of labor and production, improving labor rationing, eliminating downtime for organizational reasons, reducing the number service personnel.

2. Technical and economic factors: improvement of engineering and technology, increase in the level of mechanization and automation of production, elimination of downtime for technical reasons, improvement of the quality of work of repair shops. 3. Socio-economic factors: improvement of material and moral incentives for labor, observance of labor discipline, training and retraining of personnel, advanced training of workers, improvement of working conditions, life and rest of workers. 4. Natural factors: climatic conditions, soil fertility, production location, productive potential of farm animals and plants.

For quantification of manufactured products and the time required for its production, various indicators are used, which are divided into natural, cost, labor. Natural indicators reflect the production marketable products in pieces, meters or conditionally natural units per one average worker (worker), or for a certain period. In-kind indicators are used mainly in those enterprises where the range of products produced is insignificant.

Labor productivity indicators include the labor intensity of products, which reflects the cost of working time for the production of a unit of output. The labor intensity of products is understood as the sum of all labor costs for the production of a unit of output per this enterprise: Tr = T / Q

With the cost method of measuring labor productivity, the amount of work is taken in monetary terms. Example: a team of workers consisting of five people completed the amount of work in the amount of 120 million rubles per shift, the labor productivity of each (production) per shift will be: 120: 5 \u003d 24 (million rubles), respectively, per hour of work: 24: 8 = 3 (million rubles).

The cost method of measurement makes it possible to compare the labor productivity of workers of different professions, qualifications, for example, a confectioner and a baker, a turner and a driver. But the disadvantage of this method is the effect price factor market conditions and inflation.

The natural method of measuring labor productivity is used in the case of production (output) homogeneous products. The volume of work is determined using natural meters, such as: tons, pieces, meters, liters, etc. Example. If 10 shop workers produced 800 parts in a week, then the output of each will be: 800 in a week: 10 = 80 (parts); per day 80: 5 = 16 (details).

The natural method is characterized by simplicity and clarity of calculations. However, the use of the method is limited: it cannot be used when calculating labor productivity in those areas where various products are produced or produced, such as tractors and cultivators.

A variation of the natural method is the conditionally natural method, when the amount of work is taken into account in conventional units of homogeneous products. So, wagons of different capacity are converted into biaxial, tin cans of different capacity into conditional cans. Recalculation into conventional meters is carried out using conversion units (coefficients).

Example: At a dairy plant, 15 workers produced 10 tons of sour cream, 5 tons of cream, 25 tons of milk and 2 tons of butter during a shift. To calculate the average labor productivity, conversion factors for dairy products are used: 1 ton of sour cream is equal to 8.5 tons of milk, 1 ton of cream is 5.7 tons of milk, 1 ton of animal butter is 23 tons of milk. Then the average productivity of 15 workers per shift will be: (10x8.5 + 5x5.7 + 25x1 + 2x23) / 15 = 12.3 (tons of dairy products).

The conditionally natural method is convenient for use, since the production (sale) of many different goods (services) can be brought into a comparable form with the help of conversion factors. For example, the cost of selling flour, bread and pasta can be expressed through conversion factors into the cost of selling one conventional kilogram of bakery products.

When measuring labor productivity by the labor method, the time standards for the production of a unit of output or the sale of a unit of goods are used: Fri = (Volume of production in units of work time) / (Actual work time), where Fri is labor productivity measured by the labor method.

Example: In a workshop, two workers per shift (8 hours) produced 20 parts A, for which the time norm is 30 minutes per unit, and 40 parts B, for which the time norm is 15 minutes. Then the labor productivity (output) of one worker in the workshop per minute will be: Fri \u003d (30 x x15) / 2 x8 x 60 \u003d 1.25 (details).

The advantage of the labor method is the possibility of its application to all types of work and services. But for the wide use of the method, time standards are required for each type of work, which are not always available. This method cannot be used to calculate the productivity of workers who are on time payment labor for which time standards do not apply.

Labor productivity is influenced by the complexity of work. Labor intensity is an indicator that characterizes the cost of living labor, expressed in working time, for the production of products (services). Labor intensity is measured, as a rule, in standard hours (actual hours) of work spent on the production of a unit of work. The indicator is the inverse of labor productivity and is calculated by the formula T \u003d Pv / Kp where T is labor intensity; Rv working hours; Kp the number of products produced.

Example: During the month, 10 units of product A were produced, the labor intensity of which is 20 hours, 20 units of product B, with a labor intensity of 30 hours, and 30 units of product C, with a labor intensity of 15 hours. The average labor intensity of products per month will be: (10x x x15 ) / () = 20.8 (h per unit of production).

Example: If the labor intensity of producing a tractor is 10 times higher than the labor intensity of producing a cultivator, then you can compare the labor productivity of workers who made two tractors per shift with the labor productivity of workers who made 18 cultivators per shift. 1. Let's determine the labor productivity of workers who manufactured tractors using the labor intensity of the production of cultivators: 2 X 10 \u003d 20 (cultivators). 2. Let's compare the labor productivity of workers who made tractors and cultivators: 20: 18 X 100% = 111.1%.

So, using the conditional labor intensity of products (works), it is possible to estimate the labor productivity of workers employed different types activities. In the above example, the labor productivity of workers in the production of tractors is 11.1% higher than the labor productivity of workers engaged in the production of cultivators.

The use of the indicator of labor intensity allows you to perform more accurate and comparable calculations of labor productivity. Between indicators of labor productivity and labor intensity there is Feedback: the lower the labor intensity, the higher the labor productivity and, accordingly, the greater the volume of work performed.

Description of the presentation individual slides:

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PLAN 1) analysis of the number of employees 2) planning the number of employees and labor productivity

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Achieving the goals of the enterprise and solving the corresponding complex problems largely depend on its labor resources. The labor resources of an enterprise are the number of professionally qualified employees (personnel). Under the personnel of the enterprise is understood not only employees, but also the owners or co-owners of the company, if they take part in the activities of the enterprise with their labor and receive appropriate payment for this. Consequently, the personnel of an enterprise is a combination of both employees and owners, the labor potential provides an effective economic activity. The number and structure of the personnel of the enterprise depends on the type and scope of the company's activities, specialization, number of jobs, mode of operation, labor productivity level, form of customer service, degree of mechanization and automation of production and trade processes, the degree of complexity of the functions performed and the scale of operations.

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Employees of a public catering enterprise are classified according to various criteria: As part of the public catering personnel, they distinguish: administrative and service personnel, production workers, hall workers and workers of the production and trade group. The division of workers into categories is based on the functional division of labor. At catering establishments, as part of the administrative and service personnel, positions of managers are allocated; specialists (economists, accountants, process engineers); attendants (wardrobe attendants, watchmen); production workers (production managers and their deputies, shop managers, confectioners, bakers); hall employees (head waiters, administrators, waiters, cashiers); employees of the trade group (bartenders, sellers). IN catering production workers include such specialties as bakers, confectioners, cooks, etc. Employees of the main positions, professions, specialties are divided into a number of qualification categories, characterizing the degree of complexity of work: sellers and cashiers - by 3, specialists - by 4, cooks, bakers, confectioners - by 6, etc. Employee headcount analysis

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With the aim of effective management the process of formation and use of personnel, other types of classifications are also used: by sex and age, by length of service, in relation to property, by nature labor relations. Thus, the composition of personnel by natural (gender, age) and acquired (experience, profession) characteristics forms a special personnel structure, which can be:  statistical, reflecting the distribution and movement of employees in the context of categories and positions by profession, specialty and qualifications;  Analytical, subdivided into general according to such characteristics as work experience, education, and private - according to the ratio of certain categories of workers. Employee headcount analysis

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The initial data for determining the number are: - production program; - norms of time, production and maintenance; - measures to reduce labor costs, etc.

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The main methods for calculating the quantitative need for personnel are: 1. Calculations for labor intensity production program. The standard for the number (Nch) of workers (basic pieceworkers) is determined by the formula: where Tpl is the planned labor intensity of the production program, standard hours; Фн - the normative balance of working time of one worker per year (estimated effective working time fund), h; Kvn - the expected coefficient of fulfillment of time norms. The planned labor intensity of the production program is determined by the planned standard of labor costs per unit of output, multiplied by the planned output. The method of calculating the number of labor intensity of the production program is the most accurate and reliable.

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according to production standards. In this case, the formula can be used: where Qpl is the planned volume of output for a period of time (in established units of measurement); Nvyr - planned production rate for the period (in the same units of measurement). Service standards. Planning the number of main workers and auxiliary workers performing work for which there are service standards is reduced to determining the total number of service objects, taking into account the shift work. The following formula is applied: where Ko is the number of units of installed equipment; C is the number of work shifts; But - the rate of service (the number of pieces of equipment serviced by one worker); Ksp is the coefficient of conversion of the attendance number of workers. In discontinuous productions, Ksp is defined as the ratio of the nominal time fund to the useful (effective), and in continuous productions, as the ratio of the calendar time fund to the useful one. Planning the number of employees and labor productivity

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For jobs. This method usually determines the number of auxiliary workers for whom neither the scope of work nor service standards can be established. Nch \u003d M * C * Ksp, where M is the number of jobs. The number of service personnel can also be determined by the enlarged service standards. For example, the number of cleaners can be determined by the number of square meters of premises, the cloakroom attendants - by the number of people served. The number of employees can be determined based on the analysis of industry average data, and in their absence, according to the developed standards. The number of managers can be determined taking into account the norms of manageability and a number of other factors. In addition to the number of employees, a quantitative characteristic of the labor potential of an enterprise can be represented as a labor resource fund (Frt) in man-days, man-hours: Frt = Nsp * Trv, where Nsp is the average number of employees; Tv - the average duration of the working period in days or hours. Planning the number of employees and labor productivity

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Enterprise workforce

The personnel of the enterprise, its structure and methods of determination

The personnel of the enterprise, its structure and methods of determination

The personnel of the enterprise, its structure and methods of determination

The personnel of the enterprise, its structure and methods of determination

The personnel of the enterprise, its structure and methods of determination

The personnel of the enterprise, its structure and methods of determination

The personnel of the enterprise, its structure and methods of determination

The personnel of the enterprise, its structure and methods of determination

The personnel of the enterprise, its structure and methods of determination

The personnel of the enterprise, its structure and methods of determination

Labor productivity

Labor productivity

Labor productivity

Labor productivity

Labor productivity

Labor productivity

Labor productivity

Labor productivity

INDICATORS OF THE EFFICIENCY OF THE USE OF LABOR RESOURCES IN THE AGRICULTURAL SECTOR OF THE ECONOMY:

Coefficient of participation of labor resources in social production

Working time utilization rate

State regulation of labor relations at the enterprise

State regulation of labor relations at the enterprise

people and work

8th grade

Population

144 million people

Younger than working age

able-bodied

Over working age

(over 55.60 years old)

27 million people

(16-55.60 years old)

25 million people

90 million people

Disabled

Able-bodied

3 million people

87 million people

• Part of the country's population able to work on the farm

90 million people

Employed in private farming

Working pensioners

students

(14 - 16 years old)

69 million people

10 million people

8 million people

3 million people

Employed population

Unemployed

63 million people

6 million people

• Persons employed in the economy and the unemployed

Unemployed - these are the people:

• Unemployed
• Job seekers
• Ready to start work within a certain time

Causes of unemployment

• SOCIO-ECONOMIC CRISIS:

reduction in production

6% - average for the Russian Federation

• central Russia, North of Western Siberia, Volga region, South of the Urals

• Moscow - 0.8
• Yaroslavl region - 1.7
• Samara region - 1.7
• Lipetsk region - 0.8
• Moscow region - 3.3

• Northwest, South of Western Siberia, Eastern Siberia

• North Caucasus, South of Eastern Siberia, Kola Peninsula

• Republic of Ingushetia - 23.9
• Kabardino-Balkarian Republic - 9.1
• Republic of Tyva - 9.0
• Chechen Republic - 74.2

• Emigration: USA, Greece, Cyprus, UK, Germany
• Immigration: Ukraine, Turkey, China, Moldova, Vietnam, Bulgaria, Georgia

Gained work skills

education

Competitive

workforce capacity

Ability to learn new things

Communication skills, the ability to deal with people

• Labor market
• Labor market

• Labor market- the sphere of formation of supply and demand for labor.
• Through the labor market sale of labor for a certain period.
• Feature of the labor market and its mechanism: the object of sale on it is the right to use work force , knowledge , qualifications And ability to work .

Labor market

Labor market - is the ratio of demand for labor and its supply

The price of labor is wage . In the labor market, one side (sellers) is represented by persons seeking suitable job, the other (buyers) - by employers - entrepreneurs or their representatives

Low pay

High pay

Employer:

Employer:

you can dial

more

manage

how can

Workers

number of employees

Worker:

Worker: I want to get a high paying job

no big

work

for low

Many workers

Few workers

seats, high

seats, low

demand for labor

demand for labor

Few willing

High labor supply

work, small

offer

work force

Unemployment

Shortage of workers

• Knowledge
• Skills
• Making independent decisions
• Knowledge of foreign language
• Competitiveness
• Mastering new types of profession
• experience
• Discipline
• organization
• Communicative culture

Unemployment

Unemployment- this is a socio-economic phenomenon, consisting in the fact that some part of the economically active population of the country for some time or permanently does not have work and earnings

Distribution of the number of unemployed by age groups

• Geography of unemployment
• Geography of unemployment

Economy of High Unemployment Areas where agriculture occupies a large share, the level of urbanization is below the Russian average, the rate of creation of new jobs is less than the rate of growth of the able-bodied population.

Low unemployment observed in areas of new development (for example, in the Far North of Russia). Since the majority of the population of these areas is mainly newcomers, they return to their homeland without finding work.

• The geography of unemployment in Russia depends on:
• demographic situation and, on the structure of the economy.
• Areas with high natural population growth tend to have high unemployment rates.
• The main reason is that every year large contingents of young people enter working age, while a much smaller number of people retire from it. The economy of these regions is dominated by agriculture, the level of urbanization is below the Russian average, the rate of creation of new jobs is less than the rate of growth of the able-bodied population.
• Regions of high natural growth are at the same time regions with a less developed economic structure.

• Natural population growth;
• Fewer people retire than the number of young people entering working age;
• population migration;
• The rate of job creation;
• New requirements for labor resources;
• The largest decline in production;
• level of urbanization;
• Labor resources from outside;
• Low pay
• Decline in production

• Requirements for a modern worker in the market conditions

Living conditions and requirements for workers are changing so rapidly that education once received can no longer ensure competitiveness in the labor market for the rest of your life. That's why modern worker must also be able to acquire new knowledge and skills, i.e., engage in self-education.

The best way to “learn to learn” is to try to master as many knowledge and skills as possible, to master new professions and activities. The more activities a person has mastered, the more confident, “stable” he feels in the labor market.