This spring, the KAUS-Medicine recruitment agency prepared a study assessing the level of wages in production, sales and promotion medicines according to the results of the first quarter of 2017 in the Moscow region, as well as factors that affect the salary of employees of pharmaceutical companies.
Salary level
Employers' salary proposals can be conditionally divided into three levels.
1. Minimum. These are the most common vacancies among the offers of employers, which, as a rule, remain open for a long time. The vast majority of job seekers usually look for a higher level of pay and consider this employment option as temporary, continuing to look for a job with better pay. Nevertheless, the minimum salary may be of interest to candidates without work experience or those who expect to receive bonuses in the form of free training, career growth, proximity to work, a solid social package, or the fact of working in a well-known company in their autobiography.
2. Average. In this salary range, employers' offers tend to match the salary expectations of most job seekers.
3. Elevated. By offering this level, employers expect to short time to attract the best and most qualified employees, who are likely to be presented with Additional requirements(great experience, availability additional education, possession foreign languages, willingness to work overtime, etc.).
Concerning general position on the labor market in the pharmaceutical industry, analysts at KAUS-Medicine note that 2016 was quite a depressive year for it: market growth slowed down by half, and that was inflationary growth. That is, not the turnover of production has grown, but only the volume of the money supply in this sector. However, the current geopolitical situation, according to experts, plays into the hands of Russian pharmaceutical companies and drug manufacturers from the EAEU. In 2016, domestic manufacturers received strong support in the form of a decision to limit government purchases of imported medicines. The previously developed strategy for the creation of pharmaceutical clusters in the regions of Russia "Pharma-2020" is being successfully implemented. The state is actively investing in the development of innovative drugs and the construction of new production sites, and the latest legislative acts will stimulate foreign companies localize their production sites in our country. Any fluctuations in the production and sales market directly affect and set trends in the labor market in regions and megacities.
Dynamics of demand for specialists
In 2017, Russian pharmaceutical companies stepped up their search for senior staff with extensive experience and knowledge, and ideally with experience in organizing production and development centers abroad. Particularly ambitious players are trying to strengthen the staff of top managers with expatriate leaders. In large pharmaceutical companies, there is a growing need for talented developers and qualified technologists, contract manufacturing specialists, and managers to promote contract sites services.
Due to the growth in the number of production sites under construction, the trend of increasing demand for enterprise managers with experience in organizing the work of new industries continues.
Observing some cyclicality in the labor market, KAUS-Medicine analysts predict in 2018-2020. a sharp increase in demand for specialists in the field of promotion, sales of medicines, and along with demand, a decrease in requirements for job seekers and an increase in salaries.
What affects salary
An analysis of the offers of employers in the first quarter of 2017 showed that most positions are characterized by a large spread between the minimum and maximum wage levels.
As experts have found out, the following factors influence the level of wages offered by employers in the field of pharmaceuticals:
Differentiation pharmaceutical companies on the market(foreign companies, Russian manufacturers, distribution companies).
Various existing systems salaries: net salary, salary and percentage of revenue, salary and bonus system.
Specialization of the worker and work experience. The salaries of specialists in the sales department of the hospital and pharmacy areas will differ significantly. A drug registration specialist with significant experience in successfully obtaining registration certificates for medications, as well as business connections in regulatory bodies, can count on a higher level of remuneration compared to a specialist with minimal work experience.
Company's product portfolio(drugs, dietary supplements, medical cosmetics).
Sales volume and company size or structural unit in which the specialist works.
Company pricing policy for marketed medicinal products.
Level of tasks to be solved and area of responsibility. The salary of a manager may vary depending on the coverage of the territory that he oversees (for example, only Moscow and the Moscow region or all CIS countries), promoted drugs - OTC or Rx, as well as on the functions performed - support and development of his area of responsibility or startups, active development of one of the directions of the company.
According to the results of the first quarter of 2017, there is a decrease in the average salary level for specialists whose activities directly affect the increase in sales (tender manager, manager for working with key clients, Regional Manager). At the same time, demand for them remains, but many employers, due to falling sales, are forced to reduce salaries and expand the list of requirements for specialist competencies and education.
| Position | Annual increase / decrease in salary |
| +13% | |
| analytical chemist | +11% |
| pharmaceutical production technologist | +9% |
| validator | +5% |
| director of quality | +4% |
| pharmacist/pharmacist | +4% |
| national sales manager (national sales manager) | +4% |
| purchasing manager | +3% |
| pharmacy manager | +3% |
| Sales Representative | +1% |
| field force manager (promotion team leader) | 0% |
| head of representation | 0% |
| marketing director | 0% |
| director of pharmaceutical production | 0% |
| pharmacy network manager | 0% |
| medical director | -1% |
| medical representative | -1% |
| Quality manager | -4% |
| medical advisor | -5% |
| tender manager | -5% |
| Sales Manager | -5% |
| key account manager (KAM) | -9% |
| registration manager | -10% |
| Head of Sales Department | -12% |
| Product Manager | -13% |
| Regional Manager | -13% |
Scarce specialties
Based on the results of the analysis of the labor market in the pharmaceutical industry, the experts of the KAUS-Medicine recruitment agency compiled a rating of the most demanded and most difficult to close positions in the pharmaceutical industry.
Top 5 most demanded positions in the pharmaceutical industry in 2017
1. Pharmacist-pharmacist / head of pharmacy.
2. Sales manager.
3. Product manager.
4. Medical representative.
5. Clinical Research Manager.
Top 5 most difficult to close areas in the pharmaceutical industry in 2017
1. Pharmaceutical production technologist.
2. Leaders in the R&D department.
3. Product manager.
4. Regional manager.
5. Key account manager (KAM).
Despite a significant change in the situation on the market in the field of pharmaceuticals, the trends in the demand for specialists in specialties in quantitative terms have not changed, only the search criteria and requirements of employers are changing. Companies seek to optimize personnel costs and reduce costs, which forces them to increase their requirements, expand the functionality of their staff and select more versatile specialists.
Pharmacists/pharmacists have been in demand for many years, and even during the crisis due to the rapid development of pharmacy chains both in Moscow and throughout Russia. Employers offer these specialists low wages at high labor intensity, which leads to constant staff turnover. Pharmacy managers are increasingly combining administrative work with a front desk job, and all this against the backdrop of a slight increase or maintenance of the same level of wages, so here again the risk of high staff turnover increases.
Since good, experienced “salespeople” with a customer base are in demand by pharmaceutical companies, they themselves are picky in choosing offers, pay attention to the reputation of the manufacturer, the social package offered, the variety of the assortment, the price level, sales conditions, and logistics.
Increasing competition in the market between pharmaceutical manufacturers affects the growth in demand product managers. In the last two years, the requirements for the competencies of these specialists and for the expansion of their functionality have been increasing. Well, since now most employers do not raise salaries, the process of selection and closing of vacancies for product managers is very difficult.
Medical representative- one of the most demanded positions in the field of promotion of pharmaceutical products. Experienced medical representatives strive to find work in well-known large companies with a good social package, an interesting and wide range of drugs, a low level of control. They need a professional and career, and pharmaceutical manufacturers are not ready to offer it, because they do not want to lose the leading link in promoting their products.
In the list of the most demanded specialists clinical research manager replaced the process engineer, but this is only temporary and is primarily due to the fact that the number of new production sites in Moscow and in the regions has only recently begun to increase, and so far, in a crisis, the services of contract organizations (CRO) are in great demand, because keeping the clinical trials department on staff much more expensive than hiring contractors for this work.
process engineers are still in demand in pharmaceutical industries, but over the past few years, the list of employers' requirements for the qualifications and experience of specialists has expanded significantly. Companies are looking for candidates with narrow experience in the production of certain dosage forms (solid, liquid, etc.). Legislation has changed, most industries have received GMP accreditation.
In terms of search complexity, they are not far behind technologists specialists in the development of new drugs. Some companies attract talented scientists with many developments and their own patents to senior positions in the R&D center, while others are more important to have managerial experience, leadership qualities and serious experience in Russian and Western research and development centers in production.
If a few years ago candidates chose employers in the regions, today the employer already sets the criteria on the labor market - a narrow market allows you to track the reputation of candidates. Also in dealer companies there is a policy of "non-poaching" of specialists. Certain problems with logistics and organization of the work of representative offices have not gone away and have become even more noticeable during the crisis, which complicates the work of regional managers. And all this with a significant decrease in the level of salary offers and an increase in requirements for the competencies of candidates.
In today's challenging environment for retailers economic situation most successful key account managers Candidates become candidates with good experience and knowledge in the field of sales, with pronounced leadership qualities. This allows them to simultaneously maintain a share of their category of goods on the pharmacy shelves of chains and at the same time negotiate the most favorable conditions for their company and not make concessions that are critical for the manufacturer to pharmacy purchasing specialists. Finding such specialists is not easy, especially in today's market situation, when sales are declining and employers are not able to offer a high level of wages.
Salary plus bonuses
Remuneration of employees of the sales department is usually presented in the form of a salary and a bonus part, depending on the results of sales, the implementation of the plan.
Typical pay systems:
- fixed salary + percentage of sales;
- fixed salary + quarterly or annual bonuses based on sales results.
In large pharmaceutical companies, in addition to monthly or quarterly bonuses, there is also an annual bonus.
Providing a social package to employees of sales departments can be divided into three groups, depending on the policy of companies:
Minimum social package includes:
- payment mobile phone;
- reimbursement of travel expenses or provision company car;
- training if necessary.
Most pharmaceutical companies provide standard social package, which includes:
- providing a company car;
- car insurance;
- payment mobile communications, Internet;
- work laptop;
- food compensation;
- training (trainings, seminars).
The most complete social package occurs more often in large Western companies:
- provision of a company car or reimbursement of travel expenses;
- car insurance;
- payment for mobile communications, the Internet;
- work laptop;
- food compensation;
- corporate training sales and promotion of products;
- on-site trainings (including on-site trainings in far abroad countries);
- accident insurance, life insurance;
- hospitality expenses.
Business training
Working conditions and salaries of large Russian pharmaceutical manufacturers today are as close as possible to working conditions in Western companies. Domestic producers strive to attract the best candidates from the labor market. Thus, trainings are regularly held for employees, which are conducted by both internal training managers and external training companies. The topics of trainings may be related to the peculiarities of drug promotion, presentations, work with doctors, medical institutions, etc. Large Western companies conduct special seminars abroad to get acquainted with the conditions for the production of drugs, as well as field trainings on various topics (team building , customer focus, comprehensive trainings, etc.). Corporate business training for top managers to develop management skills in large Western companies can be equated to obtaining an MBA degree.
AT modern economy There are three main labor market models: American, Japanese and Swedish.
The American model of the labor market assumes free entry and exit of the labor force and the flexibility of costs for it. Managed through free recruitment and wage flexibility. An employee often takes care of his education on his own. Often there is a change of employer when offering more favorable working conditions and wages. in the same positions in various organizations can be different levels wages. When setting wage rates, personal data (sex, age, length of service, education) are usually not taken into account. When performing the same labor functions wages do not differ.
The American employment policy is characterized by an orientation towards high territorial mobility of the labor force.
The Japanese labor market model is "a system of lifetime employment, providing guarantees for the entire period labor activity workers. The model assumes a closed entry and exit of the labor force and constantly high costs for it. The main features of this model are: careful selection of personnel, poor labor mobility, low staff turnover. The employer's guarantees towards employees are backed by trade unions. The cost of training lies mainly with the employer, low staff turnover allows the use of in-house training, educating employees in a creative attitude to work, to high quality work. Salary depends on many criteria (experience, qualifications, and so on). Employers are also interested in other aspects of the life of employees in addition to professional.
The Swedish labor market model assumes an active public employment policy. The state finances education, creates jobs in the public sector, subsidizes private companies to create jobs, and so on. Employment policy in this case linked to the general economic policy of the state.
Methods of regulation of the labor market abroad. Peculiarities state regulation labor market in foreign countries Oh.
In some developed countries (for example, in the USA), the doctrine of flexible market labor. A flexible labor market means a high level of adaptation of the labor force to fluctuations in the labor market. As a result, a flexible wage system (taking into account profit and income sharing) has become widespread. The workers are paid high wages, but they have no job security. The functional flexibility of the enterprise implies that the staff should not have barriers between specialties. Constant modernization of production requires the ability of staff to easily change profession.
State regulation of the flexible labor market is as follows:
The role is decreasing legal regulations in the field of labor relations;
Refusal of a number of state social programs;
Abandoning programs of significant income redistribution and wage regulation;
Encouragement of individual, not collective agreements.
However, this policy is effective only during the period of economic recovery; during the recession, there is a need for state regulation to mitigate the consequences of the crisis.
There are two types of employment policy: active and passive. Active - aimed at creating new jobs, passive - social protection of the population in the labor market.
The employment policy of many developed countries has two directions:
Stimulation of the labor market;
Social protection of unemployed citizens and members of their families.
To accelerate the involvement of the unemployed in labor activity, employment centers are being created that accumulate information about the unemployed and vacancies, select jobs, organize training, and so on. Social protection of the population includes unemployment benefits, protection against unjustified dismissals, protection of socially vulnerable sections of citizens in the labor market. At the same time, unemployment benefits should not cause dependency, but also should not cause impoverishment.
One of the main areas of regulation of the labor market is the establishment of the minimum wage by the state. In particular, in France and some other countries, minimum size wages not only for the entire market as a whole, but also different for different qualifications, levels of education.
Minimum permissible working conditions may also be established (working hours, working week participation of employees in the management of the enterprise, and so on). A developed system of collective agreements is applied.
Compliance with these standards can be monitored as government bodies as well as trade unions.
However, systems aimed at improving working conditions and collective agreements cause problems with the employment of socially unprotected layers of citizens.
As for the functions of foreign employment services, at present, due to the increasing globalization of the economy, international organizations in the field of labor have gained great importance.
The most significant of them - the International Labor Organization (International Labor Office) (ILO) - is a specialized division of the UN, which contributes to the establishment social justice and recognition of human rights at work at the international level.
the ILO is building international standards labor in the form of Conventions and Recommendations, setting minimum standards for fundamental labor rights.
The main areas of activity of the ILO:
Employment policy;
labor management;
Working conditions;
Management development;
Cooperation;
Social protection;
Labor statistics and safety and health at work;
Vocational training and restoration of labor rights.
ILO promotes development independent organizations employers and trade unions and provides training and counseling services in the world of work.
A special place in the labor market regulation system is occupied by the labor exchange (employment service, recruitment assistance service), which is one of the important structures of the market economic mechanism. It is a special institution that performs intermediary functions in the labor market. In most countries, labor exchanges are public and run by the ministry of labor or a similar body.
The main activities of labor exchanges are: 1) registration of the unemployed; 2) registration of vacancies; 3) employment of the unemployed and other persons wishing to get a job; 4) study of the labor market situation and provision of information about it; 5) testing of persons wishing to offer a job; 6) professional orientation and professional retraining the unemployed; 7) payment of benefits.
In addition to employing the unemployed, labor exchanges provide services to people who want to change jobs, study the supply and demand of labor, collect and disseminate information on the level of employment by profession and territory, provide career guidance to young people, and send them to various courses.
At the global level, there is the World Association of public employment services (World Association jf Public Employment Services), which brings together the employment services of many countries.
In many countries government recruitment assistance is important.
So in the United States, the functions of the employment service are performed by the U.S. Department of Labor Employment & Training Administraition, which administers the government training program and the workforce distribution program, manages federal grants for public employment services programs and organizes the payment of benefits for unemployment. These services are provided primarily through state and municipal workforce development systems.
The US Employment Administration has an extensive network of labor exchanges throughout the territory that register the unemployed, select vacancies for them, test job applicants to determine their qualifications, and so on.
Swedish public service employment (Swedish Public Employment Service) operates in 68 regional labor markets. This division is based on the ways of replacing employees and on the regional preferences of organizations regarding the recruitment of personnel. Regional labor markets are four market spaces.
The Employment Service also includes the Department of Industry and Target Groups and the Department of Employment Support and Services. The Industry and Target Groups department works with particularly noteworthy customer categories. The Employment Support and Services Department provides internal activities employment services.
The Swedish Public Employment Service is authorized by the Government and Parliament to carry out various tasks in the field of employment. These tasks are further described for the purposes of the annual budget and financial documents.
The main goal of the Swedish Employment Service is to improve the functioning of the labor market. The employment service does this by:
Correlations job seekers with employers wishing to hire staff;
Making every effort to serve individuals in the labor market;
Contributing to the achievement of long term stable and high level of employment.
Problem social protection unemployed is dealt with by unemployment insurance and the unemployment benefit system
At the same time, a large number of private intermediary firms operate in the labor market, along with state employment services, and their efficiency is very high.
At the international level, there is the International Confederation of Private Employment Agencies - an organization created to support the interests of recruitment agencies at the international level. Support is provided through:
Helping its members run their business;
Development of quality standards for recruitment and recruitment services;
Developing a better understanding of the status quo in recruitment services;
Improving the image and representativeness of recruitment agencies;
And others.
The Russian employment policy is developing, combining various foreign experience, but having its own national characteristics, which are considered by the authors below. Unlike other countries, in Russian Federation There are two concepts: officially registered unemployment and actual unemployment. Officially registered unemployment is the number of unemployed registered with the employment service and looking for work through this service, but according to analytical agencies, they are 3.5 times less than the actual unemployed. This discrepancy is due to the fact that in Russia the amount of unemployment benefits is set in the range from 850 rubles to 4900 rubles, the average amount according to statistics is 4200 rubles, and the unemployed do not seek to register with the employment service. In other countries, this trend is not observed and the actual unemployment is equal to the registered one.
For comparison, in the US, the unemployment benefit is 30,000 rubles, in Japan - 72,000 rubles, in the Eurozone countries from 14,400 to 75,000 rubles. Thus, the low amount of the allowance does not contribute to an increase in the number of applications from citizens who need work. Moreover, the authors note one of the features of the Russian unemployed - most of them prefer to find work through relatives and friends - 59.5%, or through the Internet - 29.8%.
In Russia, the unemployed must submit a package of documents confirming that the citizen currently does not have a job, but is striving to get one. If a citizen is recognized as unemployed, he must confirm once every two weeks that he is unemployed and is looking for work. The main advantage in being registered with the employment service is that the unemployed person does not have a break in his work experience, which significantly affects the size of the pension when it is calculated. A citizen registered with the employment service has the right to undergo vocational training, vocational guidance, participation in paid public works ah, getting psychological help and other active policy activities. Because unemployment benefit is below the subsistence level, then the unemployed person can receive a subsidy for payment on the terms of low-income citizens utilities. The authors note some difficulties in obtaining this subsidy, because the average salary over the past 6 months should be below the subsistence level, which means that it will not be possible to receive a subsidy immediately, but after 3-6 months, depending on the level of wages for last place work.
One of the national features also includes average age unemployed. By the end of 2013, it is 35.2 years in the Russian Federation, 39 years in the USA, and 37.1 years in Japan. The low average age of the Russian unemployed is due to the fact that employers prefer not to hire young people without work experience, while in other countries this trend is not observed, on the contrary, new personnel are being formed even upon receipt of higher education and when receiving a diploma, students in the US, Europe and Japan already have job offers.
In informal employment, as in any phenomenon, there are both positive and negative sides both for a citizen, an enterprise and the economy as a whole, but the volume of informal employment in the Russian Federation must be reduced, because its share, and hence the share of the shadow market, which is not regulated at the legislative level, is very large, this requires state intervention, improvement as fiscal and public policy. When developing state program policies to reduce the share of the shadow sector of the economy in the Russian Federation, it is also necessary to take into account foreign experience, because the vast majority of developed countries have a minimum share of the shadow sector of the economy, and its presence does not have a big impact on social and economic factors.
At the present stage of development of the Russian Federation, it is necessary to raise the status of the state employment service at the legislative level, adopting restrictions for recruiting agencies from foreign experience, stimulating the development of the state employment service. One of the points in increasing the attractiveness of the employment service is to increase the size of unemployment benefits, but this increase should not be very significant, otherwise it will lead to an increase in the number of unemployed who deliberately do not want to go to work. When forming an employment policy, an analysis of foreign experience is necessary, but completely adopting someone else's model of behavior is unacceptable for Russia.
Russia's transition to a market path of development inevitably led to the emergence of unemployment, which is an integral feature of a market economy. Under these conditions, we must study and apply the rich experience of foreign countries in reducing unemployment and mitigating its consequences, which indicates that the position of active employment is absolutely necessary in the labor market, the main goal of which is to promote the speedy return of the unemployed to active work through such diverse measures such as employment assistance, additional promotion of employment for persons with disabilities in the labor market, organization of public works and temporary employment, development of entrepreneurship and self-employment, professional education and counseling.
The attention paid by foreign countries to active labor market programs and the redistribution of a significant share of their resources in favor of these programs (from 0.4 percent of GDP in the US and Canada to 2 percent in Sweden) is due to many reasons. Firstly, an active position not only and not so much supports the existence of those who have lost their jobs, but above all encourages the activity of every citizen aimed at finding a job, which, in turn, reduces its dependence on income support through social benefits ( and thus reduces costs. state budget), and also relieves tension in society associated with the difficult mental state of the unemployed (even if they receive fairly high benefits). Secondly, an active position increases labor productivity in general and, in particular, contributes to the restructuring of the economy, thereby increasing the efficiency of using labor resources, since its main task is to find as quickly as possible by the employee a workplace where his return will be the highest, that is, a workplace that will optimally match his mental and physical abilities.
Based on the foregoing, it is useful to review those activities active position employment in the labor market, which are used in foreign countries, as well as a brief analysis of the extent to which it is possible to apply similar measures in the Russian labor market. I would like to start the consideration with the most obvious, but at the same time one of the most effective measures to assist in finding employment, carried out by a specialized nationwide service. Its main task is to reduce the time for searching for vacancies, the unemployed and employees by entrepreneurs, as well as reducing the mismatch between workers and jobs. The Employment Service encourages employers to hire people best suited to their requirements, and employees find a job with better working conditions and/or higher wages.
In this way, main responsibility the employment office is to provide a meeting of buyers and sellers of labor. An entrepreneur with a vacancy can send an application to the agency, indicating the nature of the work, the required qualifications, and so on. Unemployed or a person who wants to change his workplace, has the right to ask about it at the bureau, for which he must fill out a registration sheet. Agency employees conduct an initial selection by matching requests and registration sheets. The employer is not obliged to hire the candidate found for him; the unemployed may also refuse a job offered to him. In almost all states, the activities of employment services are free of charge for both workers and entrepreneurs. The data collection and processing system is based on the same principles for the whole country, and the information is classified and not even available to the police.
The experience of France is interesting, where employment agencies organize special circles for the unemployed, holding classes 2-3 times a week on the topic “How to look for a job”, where various options for upcoming negotiations with employers are discussed, and other issues related to the rules of conduct when looking for a job. The activities of these circles are quite effective: they help 40 percent of their attendees find a good place for themselves. Despite the fact that the efficiency of the state employment service is high, only a small part of the vacancies is filled with its help, and these are mostly jobs that require low qualifications. In Sweden, for example, only 35 percent of job seekers contact an employment office. In France, 750 thousand people are employed through state agencies. per year, or 15 percent of the total labor requirement. Even in the US, which has 300 job banks spanning the entire country, only 5 percent of individuals get jobs through a recruitment service. The fact is that a number of reasons hinder the functioning of agencies. So, entrepreneurs with profitable vacancies, and good workers they rarely use their services, preferring to look for what they need through relatives and acquaintances or through advertisements and direct contacts. It is estimated that the majority of workers (56 percent) receive information about jobs from friends or family. Secondly, employers often do not announce their vacancies for fear of disclosure. trade secret. In this regard, in some countries they are legally required to do so (the “Compulsory Registration of Vacancies Act” in Sweden). Thirdly, difficulties in evaluating both the proposed work and the workers not only reduce the success of the bureau's activities, but also reduce their prestige. In many cases, private employment agencies are more promising. Finally, the National Employment Service is often viewed as a job-seeking agency for the underdog, and employers perceive the people sent to them from the bureau as the worst part of the workforce. Another widely used government measure to improve labor market information is the publication of data on the future demand for various occupations, which is especially valuable for students choosing which career to prefer. However, these publications contain a lot of room for error: the figures given are national averages, while trends in local markets may vary; technological shifts that change the demand for labor are almost unpredictable; and many calculations do not take into account that this demand also depends on wages. As for the basic principles of the work of the Russian employment service, they are in line with international practice. Like employment offices in foreign countries, Russian authorities employment services ensure the publication of statistical data and information materials on the supply and demand for labor, employment opportunities. The activities carried out by our employment agencies are undoubtedly useful for many people who are out of work or seeking to find a new job. At the same time, to the difficulties experienced by the employment services of foreign countries, which the employment offices in Russia inevitably face, are added such difficulties specific to our country as the lack of reliable information systems including the necessary equipment, software, stable contacts with employers and workers. Under these conditions, it is necessary to significantly increase the scope of labor mediation through such means as, for example, multifunctional labor exchanges dealing with various professional groups workers from workers of broad specialties to workers intellectual labor; a variety of job fairs by territorial-industry, socio-professional, production-seasonal and other characteristics, depending on the situation in the labor market; specialized exchanges designed for specific categories of the population. At present, funds can also play a significant role mass media press, radio, television: we need special bulletins about vacancies, newspapers for those who are looking for a job, booklets that help them answer tests correctly, questionnaires that usually fill out during the employment procedure, and memos for those who are afraid of losing or have already lost its place containing the rules of conduct in the labor market. Vocational training and retraining programs, as recognized by many scholars, are the main direction of the active position of employment in the labor market, since employment prospects, especially in conditions of structural adjustment, are tightly linked to the development human resources: good education and qualifications reliably protect workers from unemployment. Thus, the share of those who temporarily lost their jobs in the United States among those employed is predominantly mental labor 2-3 times lower than for manual workers, and for those with highest qualification the unemployment rate is 4-7 times less than the rest. A similar pattern can be seen in Eastern European countries: while unemployment was initially concentrated in skilled workers, now the highest levels of unemployment are among unskilled workers.
These programs are developed and adopted at the legislative level or implemented through joint participation the state and entrepreneurs in the organization of professional training and retraining of personnel. They are aimed primarily at people who have lost their jobs due to the fact that their former profession has become obsolete, those who can no longer work in their specialty due to illness, young people who have not received the necessary vocational education, for women housewives who have decided to return to the labor market. Usually candidates for training are looked for by the state employment service. She arranges studies and provides scholarships. Professional training may take place in special centers or as part of continuing education programs at the enterprise. In the centers, studies are structured in such a way as to provide people with a wide range of professions. Its high efficiency is guaranteed by the use individual plans taking into account the abilities and knowledge of each student, the modular principle of construction curricula and modern workshop equipment, including computers. For the preparation of training courses, leading specialists from universities and industrial firms. The remuneration of teaching staff is carried out at the level that exists for employees of their class in the private sector. The total duration of training varies from a few weeks to 3 years, depending on the degree of complexity of the profession and the individual training and capabilities of the student. Such centers can be either public or private.
Labor market - a set of economic and legal procedures that allow people to exchange their labor services on wages and other benefits that firms agree to provide them in exchange for labor services.
In Western economic theories, the labor market is a market where only one of the other resources is sold. Here we can distinguish four main conceptual approaches to the analysis of the functioning modern market labor. The first concept is based on the postulates of classical political economy. It is mainly adhered to by neoclassicists (P. Samuelson, M. Feldstein, R. Hall), and in the 80s. it was also supported by supporters of the concept of supply-side economics (D. Gilder, A. Laffer, etc.).
Adherents of this concept believe that the labor market, like all other markets, operates on the basis of price equilibrium, i.e. the main market regulator of labor. It is with the help of wages, in their opinion, that the supply and demand of labor is regulated, their balance is maintained. Investing in education and skills is analogous to investing in machinery and equipment.
According to the marginal concept, the individual "invests in skills" as long as the rate of return on these investments does not decrease. It follows from the neoclassical concept that the price of labor force responds flexibly to the needs of the market, increasing or decreasing depending on supply and demand, and unemployment is impossible if there is an equilibrium in the labor market.
Since it is not necessary to seriously talk about changes in wages in exact accordance with fluctuations in supply and demand, and even more so about the absence of unemployment, supporters of this concept refer to certain market imperfections, which lead to a discrepancy between their theories and life. These include the influence of trade unions, the establishment by the state minimum rates wages, lack of information.
Thus, the labor market, generally obeying the laws of supply and demand, according to many principles of the mechanism of its functioning, is a specific market that has a number of significant differences from other commodity markets. Here, the regulators are not only macro- and microeconomic factors, but also social and socio-psychological ones, which are by no means always related to the price of labor power - wages.
In real economic life, the dynamics of the labor market is influenced by a number of factors. Thus, the supply of labor is determined, first of all, by demographic factors - the birth rate, the growth rate of the working-age population, its gender and age structure. In the United States, for example, the average annual population growth rate in the period 1950-1990. decreased from 1.8 to 1%. This significantly affected the dynamics of supply in the labor market.
In Russia, the average annual population growth rate has also declined sharply from about 1% in the 1970s and 1980s. to minus values in the 90s. On the demand side, the main factor influencing the dynamics of employment is the state of the economic situation, the phase of the economic cycle.
In addition, scientific and technological progress has a serious impact on the need for labor force. The functional and organizational structure of the market there includes the following elements in a developed market economy: the principles of state policy in the field of employment and unemployment; personnel training system; recruitment system, contract system; unemployed support fund; system of retraining and retraining; labor exchanges; legal regulation employment.
The administrative command system that existed earlier in Russia, in which the state, as the owner of the main means of production, centrally planned the number of jobs necessary for full employment, distributed and redistributed labor resources, completely destroyed the motivation to work.
International experience shows that the labor market cannot exist outside of a competitive economy based on private property and democratic public institutions. A totalitarian society even theoretically excludes the possibility of the existence of such a market, because it does not consider a person an equal legally and economically independent subject from the state.
The national labor market covers everything social production- through it, each industry receives the personnel it needs, not only of a given professional and qualification composition, but also of certain cultural and ethical and labor merits that are adequate to the requirements of the economy.
The labor market has the opportunity to:
- free choice of profession, industry and place of activity, encouraged by priority offers
- hiring and firing in compliance with the rules labor law protecting the interests of citizens in terms of employment guarantees, working conditions, and its payment;
- Independent and at the same time economically encouraged migration of labor resources between regions, industries and professional groups
- free movement of wages and other incomes while maintaining the priority of qualifications and education, observing the guaranteed minimum wages established by law, providing a living wage, and regulating upper limit income through a tax system based on a progressive scale.
Competitive market relations reflect the deep processes that are constantly taking place in society and determining its progress. Three interconnected evolutionary streams pass through the labor market, crossing in it - the development of the economy (material and technical elements and structures), the development of a person (general and professional culture, creative opportunities, moral qualities), the development of social relations (state and class structures, relations ownership, industrial relations). They form the basis of progress in society, its main content.
One of the fundamental features of the modern Western labor market is the significant prevalence of entrepreneurial activity. Approximately one in ten people working in the US, France, Great Britain, one in seven in Japan, one in five in Italy is an entrepreneur. Almost 2/3 of them are heads of medium and small enterprises, and one in four runs a business that employs 20 or less people.
Labor in the conditions of private property, when it is not a concept hostile and opposing to a person, but full or partial personal property, forms a special important qualities labor force, which are highly valued in the labor market and are most quickly fixed in people who are vested with the responsibility of an entrepreneur. Personal ownership affirms in a person a consciousness and a sense of responsibility for a piece of national wealth that belongs to him, develops in him a social instinct for saving material and spiritual values, a desire to develop and strengthen them. About 80% of those employed in Western countries in one form or another act as owners or co-owners of a family business, small, medium and large enterprises, owners of shares of firms and corporations.