No 3 (49) (2020)

In his interview to the Herald Rector of Moscow Metropolitan Governance Yury Luzhkov University provides a viewpoint on the imperatives facing the institution. He tells the story of the current University’s key takeaways in promoting Moscow Government’s brand as employer; spells out the cutting-edge University’s own HR technologies being entrenched into Moscow executive branch’s practices. Due to the appearance of newly created HR services Moscow Government is a complete success in standardizing HR management procedures throughout the Capital’s government structures. The interview also features the list of HR diagnostics and personnel training snags during the period of social withdrawal, as well as computed solutions. Insights are provided into University’s milestone projects regarding personnel development: designing job profiles, elaborating educational tracks, pursuing VR learning technologies. Rector shared his vision of the Moscow Government’s city development projects that spark not only Moscow citizens’ biggest interest, but also that of regional public.

It’s a number of environmental factors at the level of individual organizations, as well as countries and regions that determine the labor market situation and consequently – the HR strategies. Among the most significant trends affecting the labor market are intelligence and education ratings dynamics, industries’ digitalization level and labor force mobility. The intelligence ratings level was growing on average starting from the early 20th century, but is now showing a downward trend. The educational domain has witnessed a divorce between academic and applied areas. The educational system’s swift adjustment to the volatile everyday realities is hampered in particular by the existing rigid standards. There’s a growing trend of switching to distance working, which will bring about the changes in workforce demand. The combined effect of the above factors can boost polarization in both labor market and society.

Since 2017 Moscow Metropolitan Governance Yury Luzhkov University has been training students in “Personnel Management” bachelor program, complimented by “Strategic Personnel Management” master's program in 2018. Both of these were developed and are being run with active participation of Moscow senior government officials and expert practitioners from business community. The training rests on Moscow Government’s best practices in personnel training, which is the case in what regards technologies, methodologies and forms of study. Various kinds of internships, field classes and master classes help students get fully engaged in professional activities, setting their sights on effective realization of modern HR technologies.

Over the course of several years Moscow Metropolitan Governance Yury Luzhkov University has participated in personnel selection for Moscow Government internship. This HR project has immense potential vis-a-vis city management sector progress. The program is intended for University senior and graduate students wishing to obtain employment with Moscow Government structures. On top of immediate working activity, the interns develop active professional skills in the course of trainings and master-classes. The article features the best practices of Moscow Metropolitan Governance Yury Luzhkov University in applicants’ assessment based on a video interview combined with proctoring.

How can a manager effectively fulfill his operational tasks if one part of his team works in the office while other stuffers switch for remote working mode? The article offers recommendations as to how organize optimal working conditions for every personnel category. The manager’s role as leader increases many-fold under remote working conditions. To successfully interact with the team working in the remote or mixed modes one needs to develop relevant managerial competences. This is where educational resources of Moscow Metropolitan Governance Yury Luzhkov University can help. The University comes up with time-sensitive managerial solutions instrumental to organizing a team’s work under new conditions.

Analysis has been made of government support measures, executed during the COVID-19 pandemic in Russia’s key partner countries – the EU member states. In particular – the financial support of small and medium size enterprises irrespective of the foreign capital share in their structure. In Russia a number of foreign invested companies were denied access to such measures even though they conformed with the small and medium size criteria. Yet such companies make a significant contribution to the Moscow Region economy. The article features potential measures that could help out the worst-hit foreign invested nationally operating small and medium size enterprises. These measures could enable the said organizations to keep on working to the benefit of Moscow and Russian economies.