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Background: Many countries spend up to 1% of GDP on implementing employment policies and assisting unemployed citizens, so it is important to assess the effectiveness of spending these funds. One of the Russian federal projects focuses on increasing the level of service recipients' satisfaction. The target indicator is 90.0% of satisfied recipients by the end of 2024. Purpose: This study aims to analyze the state of employment policy implementation in Russia. Study design/methodology/approach: The information base of the study is data of two questionnaire surveys of registered unemployed conducted in 2020-2021. In 2020, 4,800 unemployed people were interviewed in order to assess their satisfaction with the services received at the employment center. In 2021, 1,000 people from this number were re-interviewed in order to assess usefulness of the provided services. The survey evaluated several parameters, which influence the recipient's satisfaction with provided state employment services. Descriptive statistics methods were used to analyze the data. Finding/conclusions: The results show that over the past 3 years, respondents have noted positive changes in the work of state employment centers - expanding opportunities to receive services via the Internet, reducing queues in employment centers, increasing the availability of information about services. Also, the respondents rate usefulness of the received services for future quite highly employment. At the same time, low speed of service delivery, a large list of necessary documents, and insufficient customer orientation of employment centers staff are still being zones for development and improvement. Limitations/future research: The limitations of the study include a small number of existing studies on this problem, as well as the sample size. In further research, it is advisable to increase the number of unemployed interviewed in order to obtain more accurate and objective assessments of satisfaction with the services provided in employment centers.

Russia is currently implementing the national project "Labor productivity and employment support", which is a set of measures aimed at developing employment infrastructure and introducing organizational and technological innovations to support employment, including standard solutions aimed at improving the efficiency of state employment centers. This project defines the strategic directions of state regulation of the Russian labor market. This article deals with the issues of the population's demand for the services of employment centers, including not only registering as unemployed but also receiving public services to assist in finding a suitable job, vocational training, psychological support, etc. The study is based on the Russian labor force survey and microdata of employment centers for 2019 (more than 24,000 observations). Based on the data from the labor force survey, conclusions are drawn about the demand for the state employment centers' services among various groups of the population and about typical combinations of applying to the employment service with other job search channels. The analysis of regional microdata made it possible to evaluate the performance of employment centers based on information about the socio-demographic characteristics of the unemployed, the duration of the unemployment status, the fact of receiving benefits, the services received and the reasons for de-registration. Based on the results of the analysis, conclusions are made about the ways to improve the work of the state employment centers.

Since January 2019, retirement age in the Russian Federation will be gradually raised. Over the next tenyears, the retirement age will be raised by five years to 60 years for women and 65 years for men. TheRussian labor market is characterized by a fairly high level of ageism, manifested in the reluctance ofemployers to hire people older than 40-45 years, to train and promote workers of pre-retirement age. Thedecrease in the number of young generations and the increase in the proportion of older people actualize thetasks of working with aged personnel. Given these circumstances, organizations will respond to externalchallenges, adapting their personnel policies to new realities. The aim of this work is to identify the willingnessof organizations to employ older workers in terms of pension reform in Russia, and determine how to changeHR practices in these conditions. The paper consists of two parts. In the first part, authors analyze the trendsassociated with the increasing share of older generations on the Russian labor market and the qualitativecharacteristics of this group of workers. The information base is the Russian Federal State Statistics Servicemicrodata (labor force survey) and the Russian Longitudinal Monitoring Survey. Based on this, there are madeconclusions about the segments of employment of pre-retirement age workers (50 years for women and 55years for men) in the labor market and their competitiveness. The second part of the paper presents results ofexpert survey of heads of HR-activities of 38 organizations of a large Russian city on the need andopportunities to expand the use of the labor of pre-retirement age workers, including the transformation ofpersonnel management technologies to new realities:- possibility and conditions of using attractive for older workers working hours;- willingness of employers to participate in the training of personnel of pre-retirement age and conditions ofinvestment in their human capital;- changes in the practices of recruitment, adaptation and release of personnel, taking into account changes inthe Russian legislation.The main results of the study: organizations operating in highly competitive markets and facing a shortage ofpersonnel, demonstrate a willingness to expand the use of older workers’ labor and adapt the existing HRpractices to them.However, most employers are not yet ready to change their personnel practices and adaptthem to the increase in the older labor force in the labor market. To support older workers in the labor marketthere is required the elaboration of state programs for the adaptation of employees of pre-retirement age in thelabor market.

The speed of change in the external environment forces companies to be more flexible and mobile. Among other things, this result is achieved through changes in organizational structures, delegation of authority, increasing the role of departments and middle managers. A modern manager is increasingly becoming a leader, not only an administrator. Limited time resources and new challenges that middle managers face make the issue of time management relevant. This paper examines the time management skills of middle managers in Russian companies. The study was carried out according to the author's methodology in various regions of the Russian Federation in the second half of 2020 - early 2021. The obtained results characterize the time management skills of middle managers in Russian companies ambiguously. On the one hand, the majority of middle managers of Russian companies have basic time management skills, many of them are actively involved in the goal setting and planning of the division's activities and have a horizon of planning their own activities from several weeks to several months. Most managers are relatively good at achieving their goals – 5 out of 6 middle managers meet their goals by 70% or more. Many managers have developed their managerial competencies not only in practice but also in the process of obtaining basic and additional education in the field of management. Unclear tasks assigned to subordinates, focus of inexperienced managers on performing the functions of specialists, and insufficiently developed competencies in the field of delegation of authority lead to additional time, which could be spent on solving more important tasks. We also note a fairly high share of time spent by managers on the preparation of reports and other documents. More than half of the time is spent on urgent and important work. This means that managers work in conditions of continuous stress and that the lack of time inevitably affects the quality of the work performed. The results confirm the importance of developing managers' time management skills, especially for those who do not have sufficient work experience and/or education in the field of management.

Currently the national project "Labor productivity and employment support" is implementing in Russia a set of measures aimed at developing employment infrastructure and introducing organizational and technological innovations to support employment, including standard solutions aimed at improving the efficiency of state employment centers. This project defines the strategic directions of state regulation of the Russian labor market. This article deals with the issues of the population's demand for the services of employment centers, including not only registering as unemployed but also receiving public services to assist in finding a suitable job, vocational training, psychological support, etc. The study is based on the Russian labor force survey and microdata of employment centers for 2019 (more than 24,000 observations). Based on the data from the labor force survey, there are drawn conclusions about the demand for the state employment centers' services among various groups of the population and about typical combinations of applying to the employment service with other job search channels. The analysis of regional microdata made it possible to evaluate the performance of employment centers based on information about the socio-demographic characteristics of the unemployed, the duration of the unemployment status, the fact of receiving benefits, the services received and the reasons for de-registration. Based on the results of the analysis, there are made conclusions about the ways to improve the work of the state employment centers.

The current research features employment of university graduates in the Siberian Federal District. The objective is to assess the quality of employment among higher education system graduates. The study is based on microdata obtained from a survey on employment conducted by the Federal Service of State Statistics (Rosstat). The methodology is based on a comparison of employment haracteristics (the level and profile of education, formal / informal, full / part-time employment) that reflect a possible demand for graduates on the local labour market. The main research methods are descriptive and regression analysis. The obtained results indicate that approximately one third of graduates fail to find work according to their specialty and perform jobs that do not require higher education. Every eighth graduate is employed in the informal sector. These figures indicate a lower quality of employment of graduates in the Siberian Federal District, compared with the average indicators for Russia. A regression analysis has showed that employment in accordance with the level and profile of education is determined mainly by individual characteristics of individuals. The best chances are in the field of medicine, the worst – in agriculture. The assumptions abouta high demand for specialists in the field of engineering and technology and a lower demand for specialists in economics and management have not been confirmed. These employment rates turned out to be approximately equal and correspond to average values. The obtained results can be used in the formation of programs of education development (primarily at the level of flagship universities) and improvement of educational programs.

Let d > 0 be a square-free integer, and let Ld be the corresponding Hilbert lattice. Suppose given a finite-index subgroup Γ of O+(Ld) generated by reflections and containing -id and let A(Γ) be the algebra of Γ-automorphic forms. It is proved that if the algebra A(Γ) is free, then d ∈ {2, 3, 5, 6,13, 21}.

The current state of the sphere of the labor of scientific and pedagogical workers (SPW) of regional universities has many signs of precarization. There is a widespread practice of short-term contracts (1-3 years), low level of the constant part of wages relative to the available amount of human capital, lack of career prospects and a decline in social status in society. In this regard, the influence of precarization on the personnel potential of regional universities is of interest for research. The study assesses the activity of scientific and pedagogical workers in the situation of precarization, identifies the types of scientific and pedagogical workers according to the features of activities. There were interviewed 219 teachers of regional universities. The study tested the following hypotheses: - Precarization of employment leads to contradictions in the motivational sphere among all scientific and pedagogical workers (simultaneous existence of conflicting motives in the motivational core). - Modern strategies of the behavior of scientific and pedagogical workers of regional universities are aimed at compensating the negative effects of precarization. - Growth in personnel potential depends on incentive systems. The dominant incentive for scientific and pedagogical workers will be monetary stimulation. There were used the following research methods: descriptive statistics, factor analysis. According to the results of the study, the following conclusions were obtained: 1. There were identified conflicting motives in the motivational core of the scientific and pedagogical workers - the motive of stability and job security, on the one hand, and the motive of self-planning of their working time, on the other hand. There was fixed a priority of motives of safety and social environment over motives of self-realization and self-development. 2. Scientific and pedagogical workers compensate a low share of a constant part of a salary through the growth of an academic load, performance of strategic indicators of higher education institutions and career movements. There were identified 3 groups of SPW, which adapt to the realities in different ways. Thus, the group with high rates of labor activity maximizes the possibility of income within the walls of universities. A group with low activity rates focuses on less "profitable" activities. 3. The most "strong" incentive for workers is wages, and the higher the level of activity of the employee, the higher his requests regarding the size of earnings. Thus, precarization of employment of scientific and pedagogical workers stimulates adaptive employees who are ready to change their behavior in a situation of deteriorating employment conditions.

In modern conditions, formal education can be implemented in various ways. The possibility of non-linear learning can be considered as the realization of the individual needs of students. The intensity of changes determines the need for fundamentally new knowledge and (or) deepening of existing ones. In this sense, the presence of various options for building educational trajectories can be considered as a characteristic of flexibility and adaptability of the education system. The paper presents a dynamic aspect of the change in the typical educational trajectories of formal education of Russian youth over the past 20 years. Based on the analysis of the expansion of access to education and increasing educational mobility of young Russians, it was concluded that the flexibility and adaptability of the education system have increased. Access to higher education has also increased for young people who previously received secondary vocational education after leaving school for various reasons. At the same time, to a large extent, the increase in the level of education for this group of workers is associated with training in the programs of Economics, Management, Law in the conditions of combining education and full employment. Probably, in these conditions, it is legitimate to say that the expansion of accessibility of higher education through the use of non-linear trajectories of its production is associated with its lower quality. The information base of the study is the annual panel household survey The Russia Longitudinal Monitoring Survey-Higher School of Economics (RLMS-HSE), which is representative at the national level. For the analysis, there were used data on the age of respondents, the presence of diplomas of different levels of education, the time of their receipt, the code of the profession obtained by ISCO2008. In some cases, there were also used additional socio-demographic characteristics of the respondents for in-depth analysis.