High-quality Labor Research Articles

Современные особенности развития комфортной городской среды в малых городах Калининградской области

Given the issue of balanced socio-economic development of the entire territory of the Ka­liningrad region, an important task is to improve the quality of life in small towns in the re­gion, as they serve as supporting elements for the regional settlement frame. Attracting feder­al and extrabudgetary funds could be seen as an effective tool in the context of a local budget deficit. To date, improving the quality of urban spaces has been possible due to participation in the all-Russian competition for the best projects for creating a comfortable urban environ­ment, which has been held since 2018. Having accumulated competencies in working on com­petitive project applications, and participating in numerous cross-border cooperation pro­grams, Kaliningrad group actively and very effectively join in this competition, which has already changed the quality of the urban environment. Many small towns of the Kaliningrad region are on the list of federal leaders among the places with the most comfortable urban en­vironment. This circumstance directly improves the possibilities of such cities in attracting investors, maintaining high-quality labor resources and the possibility of expanding their own regional socio-economic specialization.

Sharing and connecting information in the context of the Covid-19 pandemic and training skills for employees to meet the needs of businesses in digital transformation

In the context of the strong outbreak of the Covid-19 pandemic leading to increasing social distancing, it is difficult for businesses to access the labor market. Therefore, it is necessary to create a connection channel between the employer and the labor supplier. That helps to adapt to the context of the Covid-19 pandemic, while also taking advantage of the achievements from the Industrial Revolution 4.0. The development of a training model that connects human resource trainers with human resource users who are businesses is considered an important requirement in the context of the Covid-19 pandemic. The university-enterprise model demonstrates active cooperation and has a profound impact on teaching and scientific research activities in universities. Since then, constantly improving the quality of training to create labor products that meet the rigorous needs of enterprises. This study uses exploratory factor analysis methods to screen observations to analyze, evaluate and draw conclusions about the formation of a university-enterprise linkage model. Thereby helping to create a bridge in cooperation between universities and businesses. On that basis, propose solutions to promote cooperation between universities and businesses in the current Vietnamese conditions, contributing to creating high-quality labor for society, meeting the needs of digital businesses.

Assessment of the Impact of Cloud Technologies on Social Life in the Era of Digitalization

<span lang="EN-US">Due to the expansion of new digital trends in the strategic development of territorial units, it became necessary to structure the socio-economic effects from the introduction of innovative technologies grounded on cloud computing. Realized the identification of cloud technologies impact on the social life in the era of digitalization, an online conference was held between representatives of government, business, science, and education of the Republics of Karelia, Komi, Adygea, Dagestan, Ingushetia, Kalmykia, Karachay-Cherkessia, Krasnodar Krai and Stavropol Krai (Russian Federation). In the context of innovative possibilities of platform economy, in discussion were identified the key effects of the cloud solutions implementation in the Russian Federation regions development prospect strategy. Namely, development of social and human capital, improvement of the quality and standard of living in a region, improvement of social interaction, development of social constructivism, economic potential, and competitiveness of social capital. It has been reported that the positive social effects of cloud technologies at the level of a territorial unit are achieved by increasing digital literacy of the population and opening up new opportunities and platforms for social interaction and constructivism; providing the population with convenient services and open data for participation in active social, economic and political life. Cloud technologies help to form a digital educational environment, modernize educational programs for the preparation of high-quality labor resources, develop digital infrastructure of individual settlements, create user content to preserve socio-cultural identity, and popularize a region in the global information space. Revealed that the possibilities of cloud technologies increase the population quality of living and ensure the growth of the efficiency and productivity indicators of labor resources. The listed above are achieved by expanding the marketing capabilities of business structures, providing them with new business models and digital services; optimization of resource management, digitization of business processes, and platform organization of labor. The capabilities of cloud solutions allow for the formation of flexible and effective interregional and international cooperation in a region, having a positive impact on regional economy and social capital development.</span>

Exports and the demand for skilled labor in China: Do foreign ownership and trade type matter?

Exporters demand relatively high-quality labor to confront fierce competition in the international markets. The extant literature documents the fact that exporters generally require more skilled workers than non-exporters. However, whether this pattern prevails in China has not yet been well-explored. This study examines the relationship between exports and the demand for skilled labor in China, with a focus on the role of foreign ownership and export type. Using a nationally representative firm-level dataset for 2002–2004, our results indicate that exporters utilize a lower share of skilled labor than non-exporters in contrast to the existing evidence. This finding holds for both foreign-invested enterprises and domestic firms, while it applies only to processing exporters. Similar results were obtained using matched samples using the propensity score matching technique. These results suggest that the main mechanism underlying the link between exports and skilled labor demand is China's exploitation of their comparative advantage in unskilled labor-intensive production.

Experience of Building World Class Universities in China and some Questions for Vietnam’s Higher Education System

Developing a high quality higher education system with world class universities is essential for developing countries in catching up and competing with developed countries, especially in the age of the 4.0 industrial revolution in which a knowledge-based economy and a high quality labour force will determine the wealth of a country. This study demonstrates the experience of China - the second largest economy in the world in developing its higher education system and world class universities. The main issues covered include: historical development of the system, its main characteristics, current achievements and contemporary challenges. Based on this experience, several questions are raised with regard to future development of Vietnam’s higher education for education policies makers to consider.

THE PRINCIPLE OF “SELECTED MIGRATION” IN FRS AND THE POSSIBILITIES OF ITS USE IN THE PROCESS OF REGULATING THE RIGHTS OF LABOR MIGRANTS IN THE RUSSIAN FEDERATION

The purpose of the research. The article examines the principle of “selective migration” as a modern pragmatic approach to the regulation of migration processes; analyzed the features of its use in the migration policy of France; the possibilities of using the French experience in the process of regulating migration and the rights of labor migrants in Russia are determined. The article determines that the principle of “selective migration” is aimed at providing national economies with highly qualified labor force, while the countries of the “third world” are currently suppliers of high-quality labor resources, which requires their active involvement in the struggle for minds, abilities and talents. The French experience of using the principle of “selective migration” is analyzed, it is noted that during the twentieth century this principle was transformed, although throughout the history of its development it carried a “pragmatic element” based on the national interests of France. At the same time, the pragmatics of this principle came into conflict with the general principles of law, until at the present stage it acquired the features of a social concept of ensuring the rights of labor migrants, which is enshrined in the relevant documents. The attractive aspects of the French approach, which are “softness” to regulation based on the principle of “selective migration”, are noted, it is determined that the French model can be adapted to modern Russian conditions. Output. As a result of the study, it was determined that the French version of the implementation of the principle of “selective migration” is most consistent with modern socio-economic development and the ability of our country to compete with Western countries in this aspect of migration policy. The article provides a number of recommendations regarding the use of the French experience in regulating migration processes, notes the need to combine the “principle of selective migration” with the protection of the social rights of migrants, which corresponds to the French model.

Encouragement of the Personnel of the State Labor Service of Ukraine to Implement International Experience within Labor Protection Management

The subject matter of the research of the motives of state officials are socio-economic and legal relations that arise in the process of improving the activities of the State Labor Service of Ukraine (SLS) in the field of “Labor Protection”. The object of the research is the system of state management of labor protection and technology of personnel incentives in the regional departments of the SLS. The purpose of the work is theoretical substantiation and development of recommendations for improving the activities and increasing motivation of the staff of the SLS of Ukraine in Sumy region, in particular the implementation of the experience of advanced world countries into the management strategies. Implementation of the current regulatory base in the field of labor protection in Ukraine, in accordance with international requirements, requires high qualification and motivation of the staff of the relevant executive authorities, the development of effective tools to stimulate the efficient work of those state officials.
 The authors have studied the role and place of the SLS of Ukraine regarding the adaptation and implementation of the experience of advanced world countries into the management strategies of labor protection defined in the Conventions of the International Labor Organization and the Directives of the European Union. The authors have determined the subjects of influence in the field of protection of labor rights, labor protection, preservation of life and health of the participants in the production process, in particular the executive authorities of public administration and the Federation of Trade Unions of Ukraine. The authors have developed suggestions on encouraging the staff of the SLS to implement high-quality international labor protection standards on the basis of motivational profiles and their monitoring. Ukraine has chosen an effective model of supervision and control over the compliance with labor legislation. The advantage of this model is the ability of inspections to delegate their powers from central authorities to local agencies.
 The conducted study is of theoretical and practical interest in regard to the systems of labor inspections in different countries, it allows us to determine the place of national government in the overall system of such inspections. The results of the research can be recommended for implementation in public administration and local self-government agencies in the field of labor protection in Ukraine.

Comprehensive analysis on the situation and path of cross-border. Labour igration in Northeast Asia

Research Purpose: Analyzing the development trend of cross-border labour migration in Northeast Asia. Research Methods: Exerting cross-subject research methods like comparative research, statistical research and international politics combined with regional politics. Research Content. Northeast Asian area is one of the most dynamic economic zones in the world, regional crossborder labour migration employment is becoming more active than before. the disparity between the level of economic development, population and labour structure, so that countries in this region have a strong supplydemand complementarity. Enhancing cooperation of cross-border labour in Northeast Asia is conducive to further improving the level of economic exchange and cooperation in Northeast Asia. It is of great significance and practical basis for countries to strengthen the development and cooperation of labor resources. China, as the biggest developing country, meanwhile is the major labour exporting and importing country, expanding cross-border labour cooperation with countries in Northeast Asia will have a positive effect on promoting the development and utilization of human resources in China and improving employment and social management policies. How to grasp the opportunities in foreign labor service cooperation and avoid potential risks is a test of Chinese wisdom. Conclusion. China should be well prepared in four aspects when dealing with cross-border labour cooperation in Northeast Asia. Establishing regional cooperation scheme and management security system; Setting up a linkage mechanism for foreign management of expatriate labor, protection and privileges protection from a micro perspective. Cultivating high quality labour resources and improving recruitment of high-tech experts. Discovering the potential of service trade and upgrading the level of cooperation is conducive to the export of high skilled labor force.

Human Elements of Chineese-Style Innovation Beyond the Knowledge-based Economic Transformation

China has been building globally one of the most powerful knowledge and innovation-based economies. The country’s main strategic goals were becoming a superpower with efficient economy that was able to minimise the object poverty and transform the country into upper-mid class income, economicaly developed region. According to the traditional Chineese maxim: “strong nation is a rich nation”, that used to be regarded as a tool holding the leading position around the world. The investments, realised by the private companies were encouraged in many cases by governmental initiatives as well. China has continually transformed the elements of its innovation strategy and refined them in the global direction of innovation. Despite of the growing literature on Chinese innovation, consensus as to a unique model of Chinese innovation management has yet to emerge. In this context, one of the most crucial but less discussed aspect can be the engagement of the well-educatated, experienced high quality labor work force in China. During the last decades you can observe a significant shifting toward the previous, cheap and huge amount labor workforce corporate attitude toward attracting and managing talents, providing Chineese manner “tailor made” onboarding and personal and professional development of the adequately recruited and selected labor workforce, eliminating the labor turnover but on different way compared to the Western countries methods. This review paper is aiming to reveal the specific features of Chineese-style Human Resource Management (HRM) practice linked with the Chineese traditions and cultural values.

РЕАЛІЗАЦІЯ СОЦІАЛЬНО-ЕКОНОМІЧНИХ СТРАТЕГІЙ НА МАКРО- ТА МІКРОРІВНЯХ В УКРАЇНІ

The relevance of the presented article lies in the fact that modern trends in economic development are based on the further growth of the role of market relations, an increase in the scale and acceleration of the pace of technological reconstruction, as well as on an increase in personnel productivity. Along with this, in the production of goods, the problems of reducing energy intensity, rational use of raw materials, reducing labor intensity and preserving the environment are becoming more important. In such conditions, in our opinion, the value of human capital and high quality labor resources increases significantly. That is why today more and more businessmen, managers, representatives of the scientific and expert community are paying attention to the use of innovative HR technologies as a leading means of achieving high business results. The article analyzes the conditions for the formation of a motivational basis for the implementation of socio-economic strategies of business entities, both at the macro level - in the industry of Ukraine, its leading components (in the processing industry, supply of electricity, gas), and at the macro level - using the example of JSC “Poltavaoblenergo”. The relationship between the dynamics of economic performance indicators, the volume of products sold in industry for 2014 - 2019 had been investigated. In particular, the size of salary funds for full-time employees. Effective tools for the use of basic, additional wages and incentive, as well as compensation payments are proposed to enhance their influence on the final results of the production process. The study used a number of modern research methods, namely: analysis and synthesis - to assess the state and components of industry development; an integrated method - to determine the indicators of the formation of wage funds in industry in general and its leading components, in particular; statistical analysis - to study the general performance of certain entities; graphical - for a visual presentation of the analysis results and suggestions; dialectical - for generalization and formulation of conclusions. The hypothesis of the study is that the existing dynamics of the volume of industrial products sold and the size of wage funds allow creating an effective motivational mechanism to increase staff productivity. At the same time, the average salary is unreasonably low. The consequences of such actions significantly hamper the development of the industry and create the basis for an increase in the outflow of labor from the national economy.

Theoretical foundations of human resource management in terms of innovative development

The problems of managing the labor market and the employment of the population are given considerable attention by scientists, economists, philosophers, and sociologists. Despite the versatility of research, the problems of human resource management and improving organizational and economic management mechanisms remain insufficiently developed. Only at the regional level of management can we find effective ways to solve the most acute problems of building high-quality labor potential and rational use of labor resources by developing various programs and coordinating the activities of the relevant services. The main discrepancy between the education system and the labor market comes from the lack of forecasting methods in the workforce and imperfections of the mechanisms of social partnership. This is due to the insufficient funding of educational institutions and lack of job security for graduates. In addition, the low level of education of the economically active population of the region, the insufficiently developed training system for innovative industries, the undeveloped employment system for graduates contributing to the imbalance in the labor market, i.e. with a general quantitative prevalence of labor supply over demand, the most important sectors of the economy were not provided with the required amount of qualified specialists. The purpose of this study is to substantiate the theoretical and methodological aspects of human resources management and labor potential, to develop proposals and recommendations for improving its organizational and economic mechanism.

THEORETICAL FOUNDATIONS OF HUMAN RESOURCE MANAGEMENT IN TERMS OF INNOVATIVE DEVELOPMENT

The problems of managing the labor market and the employment of the population are given considerable attention by scientists, economists, philosophers, and sociologists. Despite the versatility of research, the problems of human resource management and improving organizational and economic management mechanisms remain insufficiently developed. Only at the regional level of management can we find effective ways to solve the most acute problems of building highquality labor potential and rational use of labor resources by developing various programs and coordinating the activities of the relevant services.
 The main discrepancy between the education system and the labor market comes from the lack of forecasting methods in the workforce and imperfections of the mechanisms of social partnership. This is due to the insufficient funding of educational institutions and lack of job security for graduates. In addition, the low level of education of the economically active population of the region, the insufficiently developed training system for innovative industries, the undeveloped employment system for graduates contributing to the imbalance in the labor market, i.e. with a general quantitative prevalence of labor supply over demand, the most important sectors of the economy were not provided with the required amount of qualified specialists.
 The purpose of this study is to substantiate the theoretical and methodological aspects of human resources management and labor potential, to develop proposals and recommendations for improving its organizational and economic mechanism.

THE ROLE OF TRA VINH UNIVERSITY IN THE SOCIAL – ECONOMIC DEVELOPMENT OF TRA VINH PROVINCE AND SURROUNDING AREA

The study aims to review activities of Tra Vinh University (TVU) in training, education as well as in scientific research, in technology transfer and their effectson the social – economic development of Tra Vinh Province and surrounding area. The data was collected from TVU’s annual report in the period of 2014 to 2018 and used for evaluating the contribution of TVU in the fields of knowledge enhancement, scientific research, technology transfer, economic development, attracting high quality labor, connecting the local with domestic and foreign partners, researching and consulting policy.

Education of Ho Chi Minh’s Moral Example for Students in Vietnam Nowadays

Ho Chi Minh was one of the thinkers and revolutionary activists who had special interest in morality. In anywhere or at any time, Ho Chi Minh always first spoke and wrote about morality. More importantly, Ho Chi Minh always acted and behaved in accordance with moral standards that he set. Ho Chi Minh not only left a moral ideological system but also an example of the moral standards that he raised. Ho Chi Minh's thought and moral example were not only of great value to revolutionary work of national liberation but in the current period of national development, becoming a solid spiritual foundation of life in Vietnamese society. Vietnamese students are educated youth, a source of high quality labor of society, is generation that continues the legacy of ancestor's revolution. In order to do that, to promote the strength of Vietnamese youth in the work of building and defending the country requires the family, school and society to take care of them and educate them and the formation of revolutionary moral characteristics for students is determined to be fundamental. Ho Chi Minh was the pure embodiment, the most typical of the pure and beautiful moral qualities; therefore, education of Ho Chi Minh's moral example becomes a matter of necessity. In this article, the author focuses on clarifying basic issues, namely: the concept of students and the education of Ho Chi Minh's moral example for students; Ho Chi Minh's moral example and contents of Ho Chi Minh's moral example needed to educate Vietnamese students nowadays. Keywords : education, normal example, Vietnam DOI: 10.7176/RHSS/10-4-12 Publication date: February 29 th 2020

The Core Technical Personnel Education View of the Communist Party of China Under the New Situation

Since the reform and opening up, my country's science and technology has made great progress, and it has set new requirements on the structure and specifications of technical personnel. In terms of educational practice guidance for cultivating core technical talents, the Communist Party of China has formed a technical education ideological system, which is derived from the inheritance of the technical education ideas of Marx, Engels, and Lenin and the technical education ideas of Chinese traditional culture. After the 18th National Congress of the Communist Party of China, the core technical talent education concept of the Communist Party of China has a new development connotation. Under the new normal of economic development, the development of China's economy has entered a period of slowing growth, adjustment and optimization of industrial structure, and innovation-driven strategic transformation. The all-round successful transformation of these contents will inevitably be inseparable from the support of the creation of a new type of high-quality technical and skilled labor. On the basis of Xi Jinping's socialist technical personnel education thoughts with Chinese characteristics, the new era elements of "innovative spirit" and "craftsman spirit" have been injected to form the core technical personnel education concept of the Communist Party of China under the new situation.

ІННОВАЦІЙНА ЗМІСТОВНА СКЛАДОВА МОДЕРНІЗАЦІЇ ОСВІТИ В УКРАЇНІ

The article reveals the innovative role of education in improving the efficiency of educational institutions from the perspective of a systematic approach in the context of training high-quality labor potential of Ukraine. The analysis of the latest reform actions of higher authorities on the modernization of the education system, which proved their inability to make a significant contribution to improving the quality of functioning of educational institutions and other structures of this super-important industry, is carried out. The main reason for this situation is the lack of a strategic vision of the content component of modernizing these processes. The article reveals the essence of the innovative content of the modernization of the national education system, associated with the implementation of the ideology of eco human-centrism and a systematic approach to promote each individual’s self- realization throughout life. A single cross-cutting system-forming human-centric idea is defined, namely, the promotion of self-realization of the individual during life within the framework of universal morality and national consciousness. Attention is focused on the final results of higher and professional education institutions – training both competitive and competitive graduates who meet the parameters of professional standards. The outlines of state management of the education system based on the ideology of eco human-centrism with the participation of all participants in the educational process, which is associated with the promotion of self-realization of the individual within the framework of universal morality and national consciousness. The role of the graduate and society in the face of the employer is determined, which determines the quality of professional education. The ways of conquering the idea of modernizing the education system through providing secondary education applicants with such key competencies as: «teach to learn» and «teach them to live together in a multicultural society», as well as to become competitive throughout their lives. The transition to cultural target management based on the final results of the activities of all educational organizations, both educational institutions and state structures is proposed.

Developing Local Entrepreneurship Ecosystems by Foreign Investment

The importance of foreign direct investment in transition economies has significantly increased over the last several decades. Foreign investors are recognized as important drivers shaping the local entrepreneurial ecosystem. This paper aims to explore investors’ satisfaction with the factors previously identified as important for improving entrepreneurial ecosystems, that is, factors that both positively contribute to the development of local businesses as well as generate further foreign investment flow. Empirically we draw upon small case studies with managers of 38-42 key foreign investor companies in Latvia conducted in 2015, 2016, 2017, and 2018. In the first data collection wave, we identify key challenges that foreign investors face in Latvia. In the following data collection waves, we measure the development in the identified areas of concern and thus the overall entrepreneurial ecosystem of Latvia. Given that Latvia is a transition country in the advanced stage of development, the focus is on issues related to productivity and value added, including the availability of high quality labor force, the efficiency of public sector, and favorable tax regimes as well as challenges posed by unethical and illegal behavior, labor shortages, and elements of uncertainty. Our results suggest that foreign investors see a number of challenges within the all afore-mentioned areas that are important parts of the entrepreneurial ecosystem. Moreover, our findings suggest that progress with regards to the improvement of certain areas such as those mentioned previously from the viewpoint of foreign investors, was relatively slow during the period of 2015-2018. Our key contribution is providing with an in- depth analysis of factors shaping the entrepreneurial ecosystem in an advanced transition economy-from the viewpoint of foreign direct investors. We explore investors’ opinions with regard to the investment climate to summarize investors’ suggestions on how the entrepreneurial ecosystem in Latvia could be further developed. Our findings provide a scope for tailor-made, targeted policy recommendations to achieve these goals.

The Study of Manpower Application of Maternity Leave Supply Chain Management System

Given that the natality rate is declining globally, the policy that encourages female workers to have babies is important to sustaining a country. Therefore, how to adapt the supply chain management system to the important international policy of maternity protection and to bring the quality of human resource in line with international standards marks a significant topic. According to the International Labour Organization (ILO) and the Maternity Protection Convention, the length of maternity leave was raised to 14 weeks in 2000. In order to implement the maternal protection policy and eliminate discrimination against the pregnant, it is necessary to strengthen national responsibility through legal projects, consider the performance of “supply chain management system” among government, labor, and capital, and apply the “employment security system” to help employers solve short-term manpower shortage and set up a website. In doing so, employers will support the maternity leave system, preventing pregnant workers from differentiated or unreasonable treatment in the workplace. This study focuses on the impact of innovative high-quality labor dividends on supply chain performance, explores the feasibility of providing employers with short-term human resources through “supply chain management system” among government, labor, and capital, which is based on a national responsibility mechanism, and analyzes the human rights of international labor force through literature review and logic deduction. The analysis leads us to the perspectives as follows: 1) Customer service: The order delivery rate reflects the real time of the manpower application; 2) Cost: The employment security system transfers responsibility to the state; 3) Quality: Professional manpower is provided in accordance with the type of business; 4) Website productivity: Talent recruitment websites are provided during the maternity leave to respond to the short-term labor force gap; 5) Asset management: The policy of maternity leave is supported to alleviate discrimination against pregnancy and achieve the harmony between the labor and the capital.

The Study of Manpower Application of Supply Chain Management System for Occupational Disasters

After occupational disasters happen, the person with mild injury may suffer from temporary disability or temporary total disability. After receiving treatment and rehabilitation, the injured person can return to the workplace. However, those with serious conditions, such as mild or severe disability, will be less capable in work, resulting in income reduction. In order to assist the disabled in shaking off the difficulty in economy and life, returning to workplace is the core issue. In particular, occupational disasters are detrimental to the working ability of disabled workers and will cause inconvenience in life, resulting in salary reduction and even the poor motivation to return to workplace. This study focuses on the impact of innovative high-quality labor dividends on supply chain performance, and explores the mechanism that assists disabled laborers suffering from occupational disasters in returning to the workplace after occupational rehabilitation. This paper discusses the “manpower supply chain management system” that functions among the labor factor, government factor, and capital factor, adopts the state responsibility mechanism to improve the human resource utilization model of the disabled suffering from occupational disasters, and conducts analysis through literature review and logical deduction. The “supply chain management system” can be divided into five factor constructs: 1) customer service factor: the order delivery rate reflects the real time of the manpower application of talent recruitment websites; 2) cost factor: the independent legislation of the occupational disaster insurance law transfers responsibility to the state; 3) quality factor: the auxiliary facilities needed for the professional skills of the disabled suffering from occupational disasters are provided in accordance with the type of business; 4) productivity factor: employers are provided with the auxiliary facilities needed for assisting the disabled suffering from occupational disasters in returning to work (or returning to previous position); 5) asset management factor: policies supporting the disabled suffering from occupational disasters to return to workplace should be implemented to alleviate employment discrimination.

The Scale, Factors and Mobility and Stability Motives in The Labour Market

The Object of the Study. Employed populationThe Subject of the Study. Mobility and stability in the labour marketThe Purpose of the Study. Analysing the processes of mobility and stability in the labour market in the aspect of effective regrouping of labour resourcesThe Main Provisions of the Article. In the conditions of structural transformations of the economy, the role of interfirm mobility of workers should increase. It is important that this process contributes to the improvement of the quality characteristics of the labour force. In many ways, this is achieved by increasing the reserves of human capital, but a change of work can counter this. It is known that stable employment with long-term labour relations are preferable for the growth of workers' qualifications. Moreover, interfirm mobility sometimes leads to a decrease in the quality of human potential. The analysis of these processes, their dominant trends, factors and motives was based on our theoretical and applied studies of the segmented (dual) labour market. In accordance with them, the labour market is divided into segments with high-quality and mass labour resources. The information base was provided by official statistics and an expert survey of workers, conducted at the Institute for Socioeconomic Studies of the Russian Academy of Sciences using the qualitative interview method. As a result of the analysis, it was revealed that mass resources are more mobile in the labour market, which is rarely accompanied by an improvement in their quality. This mainly applies to workers with low qualifications. They quit due to unattractive work and poor work-related security. For skilled workers, preference is more preferable than stable employment, but with good earnings and working conditions, for the sake of improvement of which they are ready to change jobs, but without changing their profession. At the same time, the processes of high mobility of specialists, whose professions allow working in various fields of activity (information technologies etc), have also been opened. It has been established that so far the increase in the level of employment of high-quality labour resources is limited by low rates of structural transformations of the economy.