Кадровая политика государства: баланс публичных и частных  интересов

Julia V. Ivanchina

doi:10.21638/spbu32.2022.109

Authors

Julia V. Ivanchina Ural State Law University, 21, ul. Komsomolskaya, Ekaterinburg, 620137, Russian Federation

DOI:

https://doi.org/10.21638/spbu32.2022.109

Abstract

The article examines a complex of problems associated with the implementation of the state’s personnel policy in the context of the formation of an information society with an innovative economy based on knowledge, and when new requirements are imposed on labor resources. The content and directions of state policy cannot remain unchanged, since they are subordinated to goals and objectives that society and the state face in a certain historical period. For the formation of an effective personnel policy, the analysis of historical experience is of great importance, since only taking into account both positive and negative experiences can we find the best ways to solve existing problems. The article substantiates the provisions that the state’s personnel policy should be based on a balance of public and private interests, in the formation of a targeted, systematic and balanced system of training qualified workers, taking into account the possibility of continuous training and professional development throughout life. Special attention is paid to employees’ realization of the right to education when combining work with training. In addition, the issues of placement of personnel, taking into account social needs and the distribution of workers by regions of the country and types of activity, are considered. The author substantiates suggestions about the need: within the framework of school education, the acquisition of primary professional skills by students, as well as mastering the mass and most demanded professions in the labor market; amendments to labor legislation, which should allow employees to combine work with education, throughout their life, regardless of whether the employee has an appropriate level of education, but taking into account a differentiated approach in the scope of guarantees and compensations provided. In order to ensure public interests, it is concluded that it is possible to return the practice of both establishing quotas for young specialists and the practice of distributing graduates studying at the expense of budget funds to jobs.

Keywords:

personnel policy, human resources, right to education, guarantees, compensation, labor market, employee, employer

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