Medical personnel in the labor market. The labor market in Russia and foreign countries. Medical professionals accessing online job search resources

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 flexibility wages. An employee often takes care of his education on his own. Often there is a change of employer when offering more favorable conditions labor 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 is linked to the general economic policy states.

Methods of regulation of the labor market abroad. Peculiarities state regulation labor market in foreign countries.

In some developed countries (for example, in the USA) practical use received the flexible labor market doctrine. 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 of legal norms in the field of labor relations is decreasing;

Refusal of a number of state social programs;

Abandoning programs of significant income redistribution and wage regulation;

Encouragement of individual rather than 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, the minimum wage is set not only for the entire market as a whole, but also different for different qualifications and levels of education.

Minimum permissible working conditions may also be established (length of the working day, 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.

With regard to the functions of foreign employment services, at present, due to the increasing globalization of the economy, great importance received by international labor organizations.

The most significant of them is international organization Labor (International Labor Office) (ILO) is a specialized division of the United Nations that promotes the establishment of social justice and the recognition of human rights in the field of work in international level.

The ILO forms international labor standards 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.

The ILO promotes the development of independent employers' organizations 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 demand and supply 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.

The 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. Industry and Target Groups works with deserving special attention 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 recruitment agencies(International Confederation of Private Employment Agencies) is 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 it. 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, receiving psychological help and other activities of active policy. 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 at the last place of work.

The average age of the unemployed also belongs to one of the national characteristics. 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 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 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 of both tax and national policy. When developing a state policy program 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.

On the present stage development of the Russian Federation, it is necessary at the legislative level to raise the status public service employment, 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.

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In conditions innovative development the problem of improving the labor market and employment of the population is quite sharply identified. What is needed is not just measures that are adequate current trends how in national economy, as well as on a global scale. A labor market management system is needed. In our country, the labor market is still at the stage of its formation. Through trial and error, a national employment policy is being developed, methods of regulating the labor market are being tested. In this regard, it is interesting to study and to some extent use the experience of developed world economies in terms of labor market regulation. Of particular interest to Russian market labor represents the experience of European countries, whose economic structure, as well as the demographic situation, are similar to the Russian one.

labor market

employment

unemployment

workplaces

temporary employment

division of jobs

1. Gutnik V. Germany: the road to the rise / V. Gutnik // World economy and international relationships. - 2001. - No. 8. - P. 79–88.

2. Ostrovskaya E. France - growth trends continue // World economy and international relations. - 2000. - No. 8. - P. 89–97.

3. Popova N.V. Problems of mechanism formation government controlled employment in the regions: a monograph // Penza: Privolzhsky House of Knowledge, 2011. - P. 136.

4. Popova N.V. Labor market management: experience of foreign countries // Business. Education. Right. Bulletin of the Volgograd Institute of Business: Science Magazine. - 2009. - No. 10: Volgograd, 2009. - P. 158-161.

5. Popova N.V. Regulation of processes in the labor market: the experience of foreign countries // Personnel of the enterprise: monthly magazine. – M., 2010. – No. 12010. – P. 35–43.

6. Employment management: problems of the regional labor market: monograph / Under the general editorship of N.V. Popova. - Penza: PGTA, 2008. - 112 p.

7. Hans-Wirner Zinn. Germany needs change / Hans-Wirner Zinn // Mirovaya ekonomika i mezhdunarodnye otnosheniya. - 2000. - No. 1. - S. 72–83.

8. Heinz Lampert. Social market economy. The German Way / Heinz Lampert. - M .: "DeloLTD", 1994. - 156 p.

For the modern Russian labor market, the European experience is of particular interest, and especially the experience of those countries that suffered losses during the Second World War, in whose territories hostilities were conducted (France, Austria, Germany, etc.), whose economic structure, as well as demographic the situation is similar to the Russian one. In addition, the experience of states experiencing the consequences of a radical restructuring of the economy, breaking ideological and spiritual values, changes in social policy, etc. is valuable.

The management of processes occurring in the labor market in Western countries is based on the principles social partnership. The concept of "social partnership" is used in the West mainly by social democrats. Historically, it opposed the class struggle. At present, the confrontation between labor and capital has not become so sharp due to the general rise in the living standards of the population of countries with market economies. The middle class in these countries is 70-80% of the population. Under such conditions, the slogans of social partnership began to be used to strengthen political stability in the country.

One of the goals of the Austrian model of economic development in the recent past was to form new principles of "social partnership". It was assumed that a conflict-free labor climate in the country could be ensured with the help of full employment guarantees. At the same time, the assertion that employment is more important than profitability was put forward as the main argument. In addition, valuable and connection labor collectives to solve the main problems of the company. Austrian economists considered the creation of an "atmosphere of social peace" in the economy as the main achievement.

The regulation of employment, the management of the structure of unemployment, its size, concentration by region and industry, as well as the solution of related problems are the priority tasks of labor management systems in countries with market economies. In this regard, the experience of France is interesting, in particular, temporary and part-time employment, flexible working time, concentrated work week.

Temporary employment has taken on a new form in France, turning into a rapidly growing system based not on the traditional relationship between capital and labor (capitalist - labor force), but on a fundamentally new one (capitalist - owner of the hired labor force - force).

In the 1980s, the emergence of a whole network of private intermediary agencies that hired temporary labor and rented it out changed the very nature of temporary employment. An essential point of novelty is the fact that rental offices not only represent workers to various enterprises, but also pay them their wages and make contributions to social funds. In return, they receive reimbursement from businesses using this workforce. For temporary work companies, "renting out" the workforce is a highly lucrative business. They not only save on wages, which are always below the minimum established in the country, but also seek ways to avoid paying extra taxes and contributions, underestimating the number of employees, or, “not having time”, to make contributions for short-term employees.

Temporary employment presents great benefits to entrepreneurs as well. It exempts them from compensation for the loss of earnings during forced downtime, from the payment of benefits upon dismissal, payment of sick leaves, vacations, additional pensions - all those social gains enshrined in collective agreements, which are provided to employees who are on the staff of the enterprise. In addition, by hiring temporarily, entrepreneurs save on the creation of permanent jobs and have a greater opportunity to select the most trained personnel, getting rid of the less suitable ones. And the release of the main personnel from auxiliary work and their transfer to temporarily hired ones provide the possibility of a more complete labor return and further rationalization of production.

Thus, this fact is integral part a strategy to create a mobile and precarious workforce to put pressure on permanent workers.

Part-time employment is widespread today in France, and its voluntary form. The state, in order to reduce tension in the labor market, stimulates part-time employment, providing entrepreneurs with subsidies for each employed on a part-time basis.

Another form aimed at reducing tensions in the labor market is the "sharing of the workplace" between two workers. This form is to organize the work daily, but for a shorter time. According to forecasts, up to 2/3 of jobs in France may be divided, but so far this figure does not exceed 10%. Hours worked for “separated” workers must not be less than a full day, with each working at least 15 hours per week.

The system of division of jobs makes it possible to increase the intensity of labor without additional costs, reduce absenteeism, ensure the interchangeability of personnel, and retain qualified workers.

Part-time employment and "division of the workplace" can be seen as a method of perfect workforce management, which allows much more profitable use of complex expensive equipment, increase the competitiveness of products through changes in the organization of labor.

Another type new organization of working time, which has recently become more widespread in France, is the concentrated work week. It is usually organized according to the principle of four ten-hour working days or three twelve-hour days, which makes it possible to ensure, with two shifts, the continuity of the production cycle at the enterprises of the chemical, oil refining and metallurgical industries. For workers, the use of such a work regime is accompanied by an increase in days off to three per week and a decrease in temporary and material costs on the road. However, in this case there is a real threat to health, the institution of the family. In addition, the level of labor productivity may fall.

An important point in regulating the level of unemployment are the conditions for the payment of benefits. The legislation of most countries contains basic provisions for obtaining unemployment benefits. IN THE USA maximum term benefit payment is twenty-six weeks. The average weekly allowance for the country (with fairly large fluctuations in individual states) in the mid-90s of the twentieth century was $ 200.

Swedish legislation is more loyal to the unemployed. Here, the allowance is 80% of the last salary and is paid for a period of up to 450 days. However, the focus in Sweden is on active measures to regulate the labor market: programs to promote employment, retraining of personnel and the creation of temporary jobs. The flexibility of employment promotion systems is illustrated by the fact that in the United States, for example, during a period of deteriorating economic conditions, entrepreneurs, instead of laying off employees, transfer them to a shorter working day. At the same time, part of the wages (for hours not worked) are paid by the state to these workers. It is clear that such a measure requires much more from the budget. less funds than for unemployment benefits. In addition, the socio-psychological aspect is also important. Since the morale of workers to a large extent affects the level of productivity and the degree of social tension in society.

The most important form of employment management in the labor management system is the creation of a bank of jobs. They began to be created in the United States on the basis of state agencies to promote recruitment back in the 60s of the twentieth century. Currently, there are about 300 job banks covering almost the entire country. In addition to private ones, there is also a nationwide job bank that serves highly qualified specialists.

Particular attention in developed countries is paid to optimizing the volume of costs for the payment of unemployment benefits. To minimize them, governments resort to reducing the maximum amount of benefits (Denmark, England, Canada, Germany) or limit the timing of its payment (France, Sweden). In some countries, the procedure for indexing benefits has been changed. For example, in Ireland, when adjusting the amount of benefits, they began to use not the dynamics of the average wage in the country, as before, but the inflation indicator. Increasingly, such a method as lengthening the length of service required to receive benefits is also spreading.

At the same time, young people turned out to be in the most vulnerable position - precisely the category to which, in the first place, the policy of promoting recruitment should be directed. For example, in New Zealand and Canada, access to benefits for young people under the age of 17 is closed; in the Netherlands, the amount of the allowance paid to young people has been reduced; in Denmark, the duration of payments for this age group has been reduced.

In addition, tax laws have recently been amended in developed countries to reduce taxes on low incomes and widen the gap between salary unskilled worker and allowance. This is achieved mainly by reducing the payments of entrepreneurs to funds social insurance from the wages of low-paid workers.

The so-called “activation programs” are gaining more and more popularity. They are a set of measures that should encourage the employee to more actively search for a job. An effective measure is also to develop and implement systems of material incentives for more active searches jobs for the unemployed. This approach is most pronounced in Japan. There is an order in which the faster the unemployed finds a job, the greater the amount of the bonus is paid to him. The amount of the bonus can be up to four months of unemployment benefits. A similar measure is also common in Australia and New Zealand.

Of particular interest is the activity carried out in this direction in Germany. There, as an argument, the thesis was put forward that it would be wiser to subsidize activity, and not idleness. In this regard, social assistance should be limited to cases of incapacity for work due to medical reasons and insurmountable social reasons. And the payment of a new social assistance depends on the conditions of employment that are dictated by the market. Anyone who can work but does not want to (regardless of the reasons) must lose significantly in income by reducing social payments and benefits. On the contrary, those who work receive certain payments from the state. It is very important to create a system of incentives for able-bodied people to actively offer their abilities and labor skills in the labor market.

Thus, countries with developed market economies have accumulated a wealth of experience in labor market regulation, which is not only possible to adapt to Russian standards, but would also be expedient.

Reviewers:

Dresvyannikov V.A., Doctor of Economics, Professor of the Department of Management, Financial University under the Government of the Russian Federation, branch in Penza;

Prikhach A.Yu., Doctor of Economics, Professor of the Department of Management of Labor and Social Processes, St. Petersburg State University of Economics, St. Petersburg.

The work was received by the editors on December 16, 2014.

Bibliographic link

Popova N.V. EXPERIENCE OF FOREIGN COUNTRIES IN THE MANAGEMENT OF EMPLOYMENT AND THE LABOR MARKET // Basic Research. - 2014. - No. 12-3. – S. 592-595;
URL: http://fundamental-research.ru/ru/article/view?id=36157 (Accessed 08/16/2019). We bring to your attention the journals published by the publishing house "Academy of Natural History"

Labor market - a set of economic and legal procedures that allow people to exchange their labor services for wages and other benefits that firms agree to provide them in exchange for labor services.

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 of minimum wage rates by the state, and the 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 others. 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, a serious impact on the need for labor has scientific and technical progress. The functional and organizational structure of the market there includes, in conditions of a developed market economy the following elements: 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 without a competitive, privately owned economy 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 labor resources between regions, industries and professional groups
• · free movement of wages and other incomes while maintaining the priority of qualifications and education, observing a statutory guaranteed minimum wage that provides a living wage, and regulating the upper limit of 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 interrelated evolutionary streams pass through the labor market, crossing in it - the development of the economy (material and technical elements and structures), the development of man (general and professional culture, creative possibilities, moral qualities), development public relations(state and class structures, property relations, 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 opposed to man, 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 the particle 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.

“... Specialists of the “Doctor at Work” portal studied 1,400 vacancies for doctors and 420 resumes of doctors posted during 2011.

The purpose of the study was to obtain the following information:

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General characteristics of the proposed vacancies;

Demand for medical specialties by region;

Basic requirements of employers for candidates for vacancies;

the level of salaries offered depending on the region, medical specialty and type of employer (public or private clinic, pharmaceutical company, etc.);

Correspondence of the offered vacancies and resumes of candidates.

General characteristics of vacancies and the demand for doctors by specialty

During 2011, the doktornarabote.ru portal posted 1,400 vacancies from 402 organizations located in 52 regions of Russia (an average of 2-4 vacancies per health facility)...

To assess the characteristics of the demand for specialists depending on the region, vacancies posted by medical institutions in Moscow and St. Petersburg (16% of all vacancies), large regional centers - Yekaterinburg, Novosibirsk, Nizhny Novgorod, Omsk, Samara, Rostov-on-Don, Chelyabinsk (11%) and other regions (73%).

Comparative characteristics of vacancies by specialty, depending on the regions, is shown in Fig. 2.

Thus, for all regions, without exception, a large number of vacancies for primary health care doctors is typical. This is probably due to the discrepancy between the level of wages and the volume of work, the unsatisfactory organization of the work of the district service and the high workload on specialists, often - in fact, irregular working hours for doctors ...

Requirements of employers to applicants

In addition to having a diploma state standard, 90% of state and municipal health facilities require the applicant to have a valid specialist certificate ...

91% of employers (including some private clinics) are ready to hire doctors without work experience or immediately after completing an internship or residency. In 4% of healthcare facilities, resumes are considered only if they have work experience from one to three years, 4.5% - from three to 10 years. Thus, we can conclude that it is quite easy for a young medical specialist to find a job, especially in the regions.

The highest requirements regarding work experience are imposed on candidates for the positions of chief physicians and their deputies, dentists and obstetrician-gynecologists. Without experience, it is easiest to get a job as general practitioners, pediatricians, anesthesiologists, resuscitators, and surgeons.

Availability qualification category(second, first or highest) applicants are required in a small number of institutions (only 1% of requests). These are private clinics (for the vacancies of chief physicians or deputy chief physicians) ...

Analysis of offered salaries

The salary level of a specialist doctor in Moscow and St. Petersburg directly depends on which organization is looking for an employee: a state health facility, a private clinic or a pharmaceutical company.

Chief Physician private clinic in Moscow can earn from 60 thousand to 100 thousand rubles, the deputy head doctor -50-80 thousand rubles, the doctor-specialist -40-65 thousand rubles. In a state medical institution, a deputy chief physician can claim a salary of 45–55 thousand rubles, and a specialist doctor - 11–50 thousand rubles.

Most high salaries in Moscow were recorded for chief physicians and their deputies (up to 100 thousand rubles), obstetrician-gynecologists (up to 60 thousand rubles), doctors of clinical laboratory diagnostics(up to 65 thousand rubles), dentists (up to 55 thousand rubles), cosmetologists (up to 50 thousand rubles). Employers offered the lowest salaries to therapists, pediatricians and anesthesiologists-resuscitators (11,000–25,000 rubles). As for medical representatives, their salary ranges from 30,000 to 60,000 rubles. (with an opportunity career development and a further increase in wages) ...

In private clinics of regional centers, there are vacancies for chief physicians and their deputies with a salary of 20–80 thousand rubles, for specialists – 17–60 thousand rubles. AT public institutions lower wages offered chief physician and the deputy chief physician can claim a salary of 20-50 thousand rubles, the head of the department - 25-35 thousand rubles, a specialist doctor - 7.5-30 thousand rubles. ... see fig. 3, 4, 5

The ratio of expectations of applicants and offers of employers

... Most often, therapists, dentists, surgeons, pediatricians, obstetricians-gynecologists, anesthesiologists-resuscitators look for work. In addition, there are many applicants for the positions of medical representatives of pharmaceutical companies.

There is a significant discrepancy between the “salary expectations” of job seekers and the proposals of employers. So, applicants for the positions of chief physicians expect a salary of 50–120 thousand rubles, applicants for the positions of deputy chief physicians or heads of departments - 50–75 thousand rubles, and medical specialists - 20–60 thousand rubles. rub. In most cases, proposals do not correspond to this level, and the difference is from 28 thousand rubles. (for the positions of deputy chief physician and heads of departments) up to 52 thousand rubles. (for the positions of chief physicians) ...

It is precisely because of the discrepancy between the expectations of doctors and the salaries offered that the number of resumes of doctors in the most scarce specialties (therapists, pediatricians, anesthesiologists, surgeons, obstetricians-gynecologists) is large ...

Only the level of salary offered to medical representatives meets the expectations of applicants (even slightly exceeds these expectations).

Summing up, we can draw the following conclusions.

The profession of a doctor is in great demand... The most scarce specialists on the medical labor market in all regions of Russia are primary care specialists: therapists and pediatricians.

The level of personnel shortage in healthcare facilities is such that most employers are ready to hire doctors without a qualification category and work experience ...

The main reason for the shortage of personnel is a significant discrepancy between the offers of employers and the level of wages expected by doctors ...

The average level of doctors' salaries in 2011 did not change significantly. The most demanded specialists are general practitioners and pediatricians. At the same time, their work is the lowest paid.

Half of the specialists who compiled resumes have more than a year of work experience, a quarter have two specialties, every twentieth - three specialties; every tenth specialist has a qualification category.

The only vacancy for which more than one candidate applies is a medical representative. This is due to the compliance of the proposed level of remuneration with the salary expectations of doctors.”