Abstract
The labor market in the modern economic system is the most dynamically changing sphere of the economy, where all new trends demonstrate characteristics corresponding to the realities of the modernizing world, which make it possible to judge the directions of such modernization. Changes in the qualitative requirements for human resources, the instability of the market environment and increased mobility of all market segments, especially against the background of the influence of lockdowns on various aspects of society, presupposes the actualization of the solution to the problems of human resources modernization. This is especially important for expanding the potential of the labor force through the most dynamic and mobile part of it -the youth labor market. The expansion of formalized requirements for the professional and qualification characteristics of workers determines the directions of the labor market. Traditional vocational guidance cannot be viewed as an argument that allows one to form appropriate perceptions and opportunities for quality choices. There is a need for new institutional forms of organizing the interaction of all stakeholders -employers studying in educational institutions of various levels of training, professional educational organizations, regional employment centers, recruiting agencies, for example, youth library and information centers, whose functions include information, educational, cultural, technological areas of work.
Highlights
This model is built on flexible hiring and firing rules that allow employers to lay off employees during an economic downturn and hire new ones when the situation improves, and such mobility is focused on the flexicurity recipe [12]
About a quarter of those employed in the Danish private sector change jobs every year
This flexibility is combined with unemployment insurance, which guarantees relatively high unemployment benefits - up to 90% for the lowest paid workers
Summary
The development of labor skills together with the growth of knowledge, improvement and retraining are attributed to the increasingly widespread educational model of Life Long Learning [11] This model is built on flexible hiring and firing rules that allow employers to lay off employees during an economic downturn and hire new ones when the situation improves, and such mobility is focused on the flexicurity recipe [12]. At the same time, characterizing preferences in terms of the level and nature of education, the following features were revealed (Fig. 2)
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