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ОБНОВЛЕНИЕ ОРИЕНТИРОВ ПОЛИТИКИ ЗАНЯТОСТИ В СОВРЕМЕННЫХ УСЛОВИЯХ

100%
Vankevich Y.
Sociālo Zinātņu Vēstnesis
|
2014
|
issue 1
7-23
EN
The necessity to combine labour market flexibility with social security has driven to the concept of flexicurity. However, current trends of economic development (globalization, e-Economy, structural shifts) and exacerbation of employment are taking place in all countries signaling the urge for the modernization of employment policy benchmarks. The paper reveals vagueness in relationship between the labour market flexibility and the level of unemployment. To greater extent, it is the level of employment and its structure rather than the level of unemployment that the labour market flexibility influences on. The transfer of workers to temporary and non-standard types of employment is rather an effective tool to increase the employment efficiency in the short run. However, it is necessary to further develop the institutional formation of the labour market in order to make it flexible in the long-term period. Experience shows that the common European platform, being outlined in ILO principles of Decent work and the concept of flexicurity, needs modernization while considering historical experience in the development of a certain economy and maturity of its formal and informal institutions of labour market together with the rate of structural changes and integration into the global process, and benchmarks of social and economic development of the country. In this context actionoriented issues of renewal of state employment policy benchmarks have been of special interest in the Republic of Belarus since the concept of full employment caused weak acceptance of innovation by Belarusian economy and stagnancy of its structure which is fueled by transferring of major problems from macro- to microlevel. The necessary benchmarks of state employment policy for the national model of the labour market of the Republic of Belarus are the following: strengthening of addressness of active labor market policies, changes in principles of social security programs, reduction of incentives for the creation of new jobs in state financed industries, enhancement of the employment security legislation which means reduction in rigidity of layoff regulation; adoption of regulations governing flexible forms of layoffs and personnel management (outplacement, staff leasing, outsourcing); weakening of wage formation binding to the Unified tariff system; use of non-tariff system of remuneration; payroll tax reduction and sharing contributions to the Social Security Fund among social partners. The abovementioned trends present the modification of the concept of flexicurity which provide for labour market efficiency under the process of adjustment to the economy changes.
2
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КАДРОВАЯ ДЕЯТЕЛЬНОСТЬ В ОРГАНИЗАЦИЯХ РЕСПУБЛИКИ БЕЛАРУСЬ: ОЦЕНКА РИСКОВ И ПОТЕНЦИАЛА

63%
Haliashova K., Vankevich Y.
Sociālo Zinātņu Vēstnesis
|
2015
|
issue 1
23-44
EN
The subject of the research is the implementation of human resources management activities in organizations of the Republic of Belarus. The objective of the research is the establishment of the need of improvement of human resources management activities in organizations of the Republic of Belarus on the basis of assessment of personnel risks and the potential of personnel department at the present stage. To implement this goal algorithm of diagnostics of personnel risks and of evaluation of transaction costs of employer was developed and tested in five organizations of Vitebsk region of the Republic of Belarus. The algorithm made it possible to estimate in value terms the cost of human resources management activities of organizations of the Republic of Belarus. To assess the potential of personnel departments of organizations of the Republic of Belarus a questionnaire survey of managers and employees of personnel departments of organizations of Vitebsk region (the aggregate sample consists of 87 organizations) was conducted. The results of the research and the proposed analytical tools can be used in organizations to support adoption of administrative decisions in the field of HR management. The conducted research enabled to formulate a number of recommendations to improve the implementation of human resources management activities in domestic organizations: improving the regulatory framework of human resources management activities in organizations of the Republic of Belarus by updating Standard provision on personnel department of the enterprise (organization) and the revision of Interindustry standards of number of employees of personnel departments of commercial organizations; optimization of official structure of employees of personnel department of organizations of the Republic of Belarus; increasing of vocational level of employees of personnel department; development of methodical approach to management of personnel risks in the organization; using in personnel work specialized software products in the field of HR management; close cooperation of educational institutions and organizations.
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