Introduction

With the entry of developed countries into a new era of post-industrial economy, in the 21st century the question of the role of man and knowledge in the socio-economic development of society is more relevant than ever. Russia is no exception in this matter.

A post-industrial economy presupposes a type of economy based on innovation, constant technological improvement, and the production and export of high-tech products with very high added value. At the same time, the main profit is created by human intelligence and the information sphere, and not by material production and concentration of finance. The first mention of post-industrialism appears in the work of the Indian philosopher A. Coomaraswamy, who specialized in the pre-industrial development of Asian countries, and the concept of post-industrial society received widespread recognition thanks to the works of American sociologists Daniel Bell (“The Coming Post-Industrial Society”) and Alvin Toffler (“The Third Wave”) . The authors identify three stages of social development: pre-industrial (agrarian), industrial and post-industrial. Moreover, each of the stages corresponded to a certain attitude of a person to knowledge and a person’s position in the socio-economic system. In particular, the last of these stages is characterized by such concepts as social capital, human potential, human capital, which have become fundamental features of the new post-industrialization theory and innovative economy. That is why the study of the problem of human capital, the role of man and knowledge in modern society is relevant to this day.

The evolution of scientific thought about the development of society and knowledge

To fully reflect the connection between the stages of development of society and knowledge, it would be advisable to consider them without separating them from each other. This is most clearly reflected in the works of D. Bell, E. Tofler and P. Drucker. Thus, in his books “The Third Wave” E. Toffler and in “The Coming Post-Industrial Society” D. Bell identify three main stages (waves) of human development:

1. Pre-industrial or agricultural (until the 18th century), characterized by extractive types of economic activity: farming, fishing, mining. The main task of an agrarian society was to produce food to simply feed the population.
2. Industrial (VIII-XX centuries), where all efforts are aimed at industrial production in order to produce goods necessary for society. The formation of an industrial society is associated with the spread of large-scale machine production, urbanization (the outflow of population from villages to cities), the establishment of a market economy and the emergence of social groups of entrepreneurs (bourgeoisie) and hired workers (proletariat). As the main systems of rules and principles of the second wave, Toffler identifies: standardization (in production, services, training, units of measurement, prices, etc.), specialization (in the division of labor), synchronization (work in time, training in time, rest etc.), concentration (population, labor activity, energy, economy, education), maximization (gigantomania in architecture, planning indicators), centralization (of the economy (for example, the Central Bank), government).
3. Post-industrial (late 20th century to the present) or informational, in which society is already provided with food and goods, and various services, mainly related to the accumulation and dissemination of knowledge, come to the fore. And as a result of the scientific and technological revolution, science was transformed into a direct productive force, which became the main factor in both the development of society and its self-preservation. At the same time, a person has more free time, and, consequently, opportunities for creativity and self-realization. At this time, technical developments are becoming more and more knowledge-intensive, and theoretical knowledge becomes of greatest importance. More and more attention is being paid to man as a bearer of knowledge. The dissemination of this knowledge is ensured by a highly developed communication network. Human capital is becoming one of the leading factors of production.
   Stages (waves), according to Toffler, are a breakthrough in science and technology that leads to total changes in the life of society. The second stage, presented by the authors, can be safely called the stage of the formation of capitalism. It was then that capital accumulation took place in Europe, accompanied by the growth of trade and the invention and development of institutions serving it. So, in almost two centuries (XVIII-XX centuries), capitalism and technological progress conquered the whole world and contributed to the creation of a global civilization.

Historical stages in increasing the role of knowledge

Capitalism itself and technical innovations were not in themselves something new; they had been known about them for many centuries in Europe and the East. Most striking was the pace at which they spread across cultural, class and geographical boundaries. The reason for this was a change in the role of knowledge. From the sphere of existence, knowledge moved into the sphere of action and became one of the types of resources. From a private commodity it turned into a public commodity. The American economist P. Drucker speaks about this in his work “Post-Capitalist Society”.

The scientist identified three stages in increasing the role of knowledge: the industrial revolution, the revolution in labor productivity and the revolution in management. Society has moved from knowledge (in the singular) to knowledge (in the plural), that is, to numerous branches of knowledge.

Industrial Revolution

So, throughout the first century (the first stage of the development of society), knowledge was used to make tools, production technologies and types of products. This gave rise to the Industrial Revolution, but it led to the process of “alienation” mentioned by Karl Marx in his Economic and Philosophical Manuscripts (1844), new classes and class wars, and then to the idea of ​​communism. Previously, capitalism was only one of the elements of society and covered any single territory, but modern capitalism, or Capitalism with a capital C, covered the whole of Europe in 100 years, and subsequently the whole world.

In the pre-industrial era, any technological changes were introduced slowly, as they often did not go beyond a single craft or a narrow scope of application. During the industrial revolution, all new inventions were introduced very quickly and widely in all industries.

The social transformations that resulted from the advent of modern capitalism and the industrial revolution manifested themselves in less than a hundred years. Thus, by 1850, capitalists and proletarians became the dominant classes. Thanks to the high pace and comprehensive scale of transformation, capitalism together with the industrial revolution shaped world civilization. But the widespread dissemination of capitalism and the transformation of technological progress into the industrial revolution was facilitated by a number of interconnected factors. For example, that capitalism has its origins in the Protestant religion (Max Weber “The Protestant Ethic and the Spirit of Capitalism”), or Marx’s idea about the origins of capitalism in the need for capitalists to invest capital in the steam engine due to the impossibility of implementing this by the artisans themselves due to its high cost . However, the fundamental one is the process of changing the meaning of knowledge in the 18th century.

It would be more logical to consider this process through the prism of two philosophical theories about the nature of knowledge, the theory of Socrates and his closest opponent Protogor. Socrates singled out self-knowledge as the sole goal of knowledge, which led to the spiritual and moral development of man. Protagoras, on the contrary, insisted that the purpose of knowledge is to make human activity effective and successful. For Protagoras, the key disciplines were rhetoric, logic and grammar. They became the basic disciplines of the Middle Ages and are still applied to the concept of broad education. Eastern philosophical theories of Confucianism, Taoism and Zen Buddhism are similar to Western ones. Despite the differences, they had one thing in common: each of the theories clearly defined what knowledge was not. Knowledge has never meant the ability to act. Utility is not knowledge, it is a skill, skill or craft - techne (from Greek). Techne did not represent knowledge, but only a set of narrow principles for a specific application in a specific industry. To acquire them, a person had to become an apprentice to a master or gain his own experience.

The concept of technology was formed in the period from 1700 to 1750. It contained two elements, “techne” - as a skill or craft and “logy” - as systematized knowledge. By 1747, the first educational institution in France was opened - the “School of Bridges and Roads” (French: École nationale des ponts et chaussées), and in 1794, the first technical university was opened in the same France - the “Polytechnical School in France” ( fr. École Polytechnique). Half a century later, medicine was systematized into a separate branch of knowledge. Simultaneously with the founding of new educational institutions in Great Britain, a progressive movement began from monopoly patents for a select few to patents promoting the development of technologies, tools and other products intended for general use (public domain). All this led not only to the widespread spread of invention, but also to the fact that craft ceased to be a sacrament. However, without exaggeration, the central event of that era was the publication of the Encyclopedia (from 1751 to 1772), the greatest book in which the authors (Denis Diderot and Jean D'Alembert) systematized knowledge about existing crafts. Thus, techne became common property, practical experience was transformed into knowledge, and concrete actions into applied science. All of the above is the basis of the industrial revolution, the process of development of society based on the evolution of technology. This change in the meaning of knowledge ensured the dominant role of capitalism. As the American economist and sociologist Robert Heilbroner noted: “science, as we know, originated long before capitalism, but did not receive its full development until capitalism was firmly on its feet.”

Revolution in productivity

The transition to new equipment and technologies required large amounts of resources from small, isolated producers, and as a result, the investment of large capital. Thus, from small handicraft industries, in order to increase the efficiency of application of accumulated knowledge, there was a transition to manufacture and the concentration of production under one roof. Production based on the skills of artisans gave way to production based on technology, making capitalists the dominant class in society. By the beginning of the 18th century, large private capitalist enterprises replaced large state-owned enterprises. The pace of their spread around the world was impressive. By the end of the 19th century, they covered almost all states with the exception of the distant corners of Central Asia.

The high pace of change in society and its socio-economic structure led to strikes and discontent among the population. Although industrialization itself is accompanied by an increase in the financial situation of the population. Therefore, ideas for the scientific organization of labor at that time faced a wall of social tension. We are talking about the application of knowledge to the labor process by the founder of management, Frederick Taylor. According to Taylor's system of "scientific management", any work is analyzed using the same scheme, systematized and transferred in the process of training to any person. Subsequently, the modern system of vocational training grew from his ideas. Trade unions of those times were predominantly caste formations, where they jealously guarded their “secrets of skill”, did not systematize their knowledge and sometimes did not have any written description of it. Taylor's ideas affected their interests so much that labor leaders got Congress to pass a law that banned "operations research" in government-owned arms factories and shipyards until World War II.

However, Taylor's theory had the greatest influence on the formation of a system of professional training for workers. Guided by Taylor's principles, the United States managed to turn unskilled workers into excellent welders, shipbuilders, and many others during the Second World War. His name is associated with the successes of Americans in the fight against fascism. The application of knowledge to the organization of work has led to an increase in labor productivity. The increase in productivity translated into an increase in the material well-being of workers and, as a result, led to an improvement in the quality of life of the population of advanced countries.

It is worth noting that by 1930, the scientific management system, despite resistance from trade unions, had become widespread in most developed countries. And in turn, Marx’s theory proved its inconsistency, since the “proletarian” he created turned into a wealthy bourgeois. Capitalism and the Industrial Revolution primarily benefited workers, not capitalists.

In light of the above, the statement of P. Drucker seems appropriate: “Darwin, Marx and Freud are considered to have transformed the modern world. To be fair, Marx should be replaced in this series by Taylor.

Summarizing the second stage of the evolution of knowledge (the revolution in labor productivity), it is worth noting that knowledge has become the main factor of production. Such monumental factors as land, labor, capital acquired secondary importance. The above factors of production can be obtained through the application of knowledge.

Revolution in Management

It would be most accurate to present knowledge as a resource necessary for the development of society and its socio-economic system. Use knowledge to find the best ways to achieve results based on available information. It has now become the norm to regularly use knowledge to determine what knowledge an individual needs in society and how to use it effectively. This is exactly what D. Bell, E. Toffler, T. Stewart and P. Drucker wrote about in their works. This is the third step in changing the role of knowledge. A revolution in management. If the industrial revolution reached the scale of a global pandemic from the mid-18th century to the mid-19th century, the revolution in labor productivity from 1880 to the end of the Second World War, then the revolution in management from 1945 to 1990.

Initially, the concept of management or management appeared in commercial enterprises and was used in relation to the management of production and commercial activities. But later it became clear that government and non-profit organizations needed an effective knowledge-based management system even more. After all, there, more than anywhere else, there was no profitability factor, which is the best motivator in the development of a management system. Thus, management is a general concept, regardless of the functions and objectives of the organization. In addition, with the use of knowledge in managing an organization, the manager has transformed from a person responsible for the work of his subordinates and possessing power and status, into a person responsible for the effective use of knowledge.

The fact that knowledge has become the dominant resource has transformed our society from industrial to post-industrial (post-capitalist). Humanity has moved from single knowledge to multiple knowledge, including a large number of individual branches. From general to specific.

Another important event in the evolution of knowledge was the transformation of craft (techne) into a discipline, as specific specialized knowledge associated with practical training. The scientific discipline has transformed the craft into a methodology where private experience is transformed into a system and individual events into information. As you know, systematized skills can be easily taught and learned.

Summarizing the information presented, we can say with confidence that knowledge is the energy that creates society as a system. The elements of such a system, built on knowledge, are people with knowledge in various industries. It depends on these people, their potential and capital of knowledge in what way and at what pace society will develop in the future.

Human: resource or development potential?

As was said in the first chapter, the development of the leading countries of the world has led to the formation of a post-industrial economy, a new economy of knowledge, innovation, global information systems, intellectual work, science and scientific technologies. The fundamental factor in the development of this economy and modern society is human capital and human potential.

Even Plato, in his treatise “The State,” touched upon the problem of man in the socio-economic aspect, speaking about the principles of building society, class and individual properties of man. From Plato’s point of view, in an “ideal” state, philosophers should be in power, determining the welfare and justice of the state. For the first time, the term “philosopher” was used by Pythagoras, putting into it the meaning of a person who loves or is attracted to wisdom and knowledge. Since Plato was a student of Socrates, the goal of knowledge, as for his mentor, was self-knowledge. That is, in his understanding, a philosopher-ruler is a person who strives for self-knowledge for the moral and spiritual development of himself and the society he governs.

In addition, the origins of the concepts of human potential in a developed form can be seen in early Marxism, interpretations of society by E. Durkheim, M. M. Kovalevsky, M. Weber, G. Simmel, P. A. Sorokin and other sociologists of the late 19th - early 20th centuries who attached importance to human subjectivity - regardless of the differences in their theoretical and methodological positions.

In the 1960-1970s, philosophical, sociological, economic, anthropological and other human studies led to the approval of the concepts of “human resources” and “human capital” (P. Bourdieu, E. Flamholz, etc.). For interpretations of human resources, the most appropriate was the social-organizational horizon, and for interpretations of human capital, the economic horizon. In the first half of the 20th century, the concept of “human resources” considered the individual as a certain element of the enterprise system (“living machine”), the bearer of the labor function. However, with the development of management, the vector was shifted towards the individual, as a subject of labor relations and the theory of human capital. The scientific works of T. Schultz and G. Becker, which were appreciated by the public, were decisive in the development of the theory of human capital. The enormous contribution of these scientists to science is evidenced by the Nobel Prizes received by each of them.

T. Schulz made a significant contribution to the formation of the theory of human capital at the initial stage of its development, to its acceptance by the scientific community and popularization. He did a lot to understand the role of human capital as the main productive factor in industrial and post-industrial economies.

G. Becker transferred the concept of human capital to the micro level. He defined the human capital of an enterprise as a set of skills, knowledge and abilities of personnel. As an investment in workers, Becker took into account the costs of education and training. Becker assessed the economic efficiency of education, first of all, for the employee himself. He defined additional income from higher education as the difference between the income of those who graduated from college and workers with secondary general education.

These concepts made it possible to see in a person not just one of the functional elements of production, social, technical, commercial and other systems, but a principle that cannot be rigidly built into these systems and is reduced to pure functionality.

Human potential as a phenomenon of human self-worth

Today, the approaches of “human resources” and “human capital” are considered as approaches that do not provide a comprehensive picture of a person. For all their content and productivity, they are limited by the fact that a person appears in them, first of all, as something that is consumed in one way or another, used in the processes of production or social practice. For example, in the modern interpretation of the Russian scientist economist Yu.A. Korchagin “modern human capital” is an intensive productive and social factor in the development and life of a subject, which is inextricably linked with a person, with his intellect and mentality. Yu.A. Korchagin notes that human capital is formed through investments in upbringing, education, health, knowledge, entrepreneurial ability, information support, security and economic freedom of the population, as well as in science, culture and art. It is indeed clear from the definition that a person in this definition actively internalizes the socio-economic system. That is why there was a need to introduce another concept, a more comprehensive one, which would include both of the previously listed aspects of considering a person with an emphasis on his self-worth. Human potential has become such a concept. According to V. Bulanov and Kataytseva, human capital is important (but not the only one). a form of manifestation of human potential in the system of market relations. The expenses themselves for education, etc. - are not a guarantee of human capital growth. That is, investments in education represent only possible benefits in the future, and the concept of “potential” refers to the sphere of the possible; therefore, the term “human potential” should be used. The concept of potential itself takes its roots from physics, where it is most often used in the phrase “potential difference.” This refers to the ability of a system to do some work. In relation to human potential, this suggests that it is something given to a person from birth, but to a greater extent is formed and developed in the process of socialization of the individual. That is, a person’s potential can develop differentially.

Speaking of potential, it is worth noting one distinctive feature in relation to a person and a physical system. In the case of a physical system, its potential decreases during operation. If we are talking about a person, then the realization of potential, for the most part, leads to his development and enrichment. An example would be a person using his abilities to acquire new knowledge.

That is why the indicator of the perfection of society, the state and its socio-economic policy is the ability to ensure both the preservation and development and realization of the human potential of citizens. Today, within the framework of the UN Development Program, indicators have been developed that allow us to determine the quantitative characteristics of human potential for each country. Thus, the UN uses the Human Development Index, which includes per capita income, average life expectancy, and literacy levels. Such an indicator allows not only to compare states according to this complex parameter, but also to pose and solve many different problems in the field of determining and assessing social policy. However, it should be noted that the possibilities for development and, in particular, the realization of potential largely depend on the extent to which human rights are protected and guaranteed in society.

Despite the above-mentioned point of view (V. Bulanov, E. Kataitseva), the opinions of Russian scientists regarding the prevalence of one of the concepts over the other (human capital and human potential) were divided. There is still no consensus in science regarding human capital and human potential, but the fact remains that they are both inextricably linked with each other.

Integration of economic theory into sociology

A person is integrated into society and cannot imagine existing outside of it. In the process of his activities, he applies the knowledge he possesses, implements and develops his human capital and potential in the current economic, social and political life. In addition, the social behavior of an individual is formed in society, which has a direct impact on the elements listed above.

There are two scientific schools of thought that explain this behavior. We are talking about two established stereotypes of an individual (actor) in sociology and in economic theory, respectively. Sociologists view the individual as an element whose behavior is governed by social norms, rules and obligations. With this approach, it will not be difficult to study the behavior of an individual and understand how it changes under the influence of the social environment. Economists take the approach that individuals are independent decision makers and act based only on their own interests. This principle underlay neoclassical economic theory. These approaches correspond to economic models of rational human behavior. Models of “rationality as such” and models of “following one’s interests”. It is worth clarifying that in the first case, the model includes the forms: maximization (choosing the best option from all available), limited and organic rationality, complementing each other. In the second model in science, forms of opportunism are distinguished, with its fanatical pursuit of one’s interests through deception, lies and theft; simply following one’s interests (a version of selfishness) and obedience.

It is worth noting that both of these directions have their drawbacks. In particular, in the sociological direction, the individual, formed by the social environment, had no incentive to act. The economic direction is faced with the problem of empirical reality, when the actions of an individual are formed, directed and regulated by the social context in the form of norms, personal trust, social connections and social organizations that are important for the functioning of the economy and society as a whole. All these problems caused the activity of a number of authors who tried to generalize some concepts and explore how social organization affects the functioning of economic activity (O. Williamson, G. Becker, etc.).

A little later, the German sociologist P. Weise, in his scientific article, compared these two directions, choosing as the object of analysis two model people “homo economicus” (economic man) and “homo sociologicus” (social man). For the first, the words “norm, sanctions, roles” became synonymous, and for the second: “market, price, preferences.” “The economist observes with a grin how difficult it is for the sociologist in a narrow circle of economic ideas, while the latter, stunned, watches the quick but incorrect movements of the economist in a complex sociological structure.” He proposed combining these two concepts, two directions, which resulted in another model species called “homo socioeconomicus” (man of the social sciences). He combined the first two. A “person of social science” is a person who takes actions aimed at satisfying his own needs, coordinates his behavior with the behavior of other people, and also has the ability to change his preferences. P. Weise spoke about the importance of such qualities among individuals as loyalty, authority, and honesty. In his opinion, they should become fundamental in the economic and social life of a post-industrial society. The above theories served as the basis for an updated analysis of economic systems.

Correlation of social capital and human

The most significant result of the analysis of social systems using the economic principles of rational behavior was the concept of “social capital” by J. Coleman. In his work “Social and Human Capital,” Coleman says that this is the potential for mutual trust and mutual assistance, purposefully formed in interpersonal relationships: obligations and expectations, information channels and social norms. Unlike other forms of capital, social capital is inherent in the structure of connections between and among individuals. This does not depend either on the individuals themselves or on the means of production.

The author associates the origin of social capital with changes in relationships among individuals and facilitates their activities. In addition, it is closely related to human potential and capital. If the last two are manifested in the skills and knowledge that an individual has acquired, then social capital, one might say, is not tangible or visible and exists only in interpersonal relationships. However, all three facilitate production activities.

One of the most important characteristics of social capital is the role it plays in the formation of human capital and potential. First of all, we are talking about the formation of human capital through social interaction in the family in relation to the younger generation. Based on statistical research, Coleman found that the more time parents devote to the younger generation, the stronger the relationship between parents and children, the higher the level of human potential and capital. The data presented by Coleman supports the importance of social capital for the education of youth or, in other words, the importance of social capital in the creation of human capital and human potential.

The continuator of J. Coleman's concept was the American economist and futurist Francis Fukuyama. In his book “Trust,” he focuses on the inseparability of economic life from social and political life. It says that economics is one of the most fundamental and dynamic forms of human communication. In every type of economic activity, social interaction occurs, despite the fact that each person in the enterprise works to satisfy his individual needs.

The central concept of his book was “trust”. Fukuyama emphasizes that this characteristic is formed as a result of the long-term evolution of a particular society and that the level of trust is a fundamental guarantee of the stability of the social structure. In societies with low levels of trust, the state is able to maintain economic efficiency, but this will not lead to positive changes in the social environment. Trust of an individual to an individual, from an individual to society.

Fukuyama's "trust" is similar to Coleman's concept of "social capital". This is a kind of social glue that allows you to mobilize additional resources in relationships based on people’s trust in each other. Like Coleman, he pays special attention to human capital in his book. The ability to subordinate the interests of large groups to the interests of individuals depends on the ability to communicate and organize collective action. This is what becomes the basis of trust and represents economic value. The author identifies countries with a high level of trust (Japan, USA, Germany) and, as a consequence, a high level of economic development, and countries with a low level of trust, which includes many countries from the post-Soviet space, including Russia.

J. Coleman and F. Fukuyama note in their works that in the coming years, the world population in each next generation will experience a decrease in the level of human potential and human capital due to a decrease in the level of social capital. After all, “the essence of social capital (a property inherent in most forms of social capital, distinguishing it from other forms of capital) lies in its expression as a public good: the individual or individuals who create social capital usually receive only a small part of it. And this leads to underinvestment in social capital.”

Human capital and potential in Russia

No less important when considering the theories of “human capital” or “human potential” is the focus of these theories, adjusted for the environment, the area, territory, region, state where they are applied and developed. In this regard, it is advisable to see their evolution in the vastness of our country.

The concept of human capital appeared in Russian scientific sources relatively recently, with the transition to a market economy. Before this, this concept was considered an atavism, an element of bourgeois society. For a long time it remained untouched, since leading economic universities were headed by leaders with “Soviet thinking.” Despite the fact that the actual perception and implementation of the theory of human capital into Russian practice took many years, today it is one of the central intensive factors in economic development. A special contribution to the development of this factor was made by modern Russian economists Yasin, Yu.A. Korchagin and others.

Problems of human capital in Russia and ways to solve them

In his works E.G. Yasin, Yu.A. Korchagin touches on the problems that Russia has faced on the path of economic and social development. Both economists share the opinion that the size and quality of Russian human capital (HC) and human potential played a decisive role in the fate of Russia and Russians. The collapse of the USSR was mainly predetermined by the process of accumulation of negative human capital, which, in particular, was expressed in the degradation, helplessness and unprofessionalism of the ruling elite. The country’s inability to create a modern innovative economy within the existing system. The depletion of the extensive method of development due to sales of raw materials also had an impact. The country's inability to transition to an intensive method of economic development and growth. The post-industrial economy, the level and quality of life of developed countries turned out to be inaccessible to Russia with the reserve of human capital that was formed under Soviet conditions. As a result, during the transition to the market, to the initial stage of democracy, Russia, including the country's elite and population, turned out to be unprepared for life in the new conditions.

E.G. Yasin emphasizes that “the current economic growth, supported by exceptionally high oil prices, will end in two or three years - and we will enter a kind of new era. It is commonly called the knowledge economy, and its demands must be met, otherwise we risk becoming another “failed” state (most developing countries are rapidly becoming such). According to Yasin, Russia is not ready for the new era due to the undervaluation of human capital. “Human capital is the only real resource for the country’s development in the near future!”

Yu.A. Korchagin calls on the state to take decisive measures to create a strong and effective Russian state and overcome deep economic and moral crises. The scientist identifies several primary measures necessary to solve the formulated problem:

1. Increasing investment in human capital and its effective use as a productive and social factor in the development of the country and regions.
2. Creation of a modern innovative economy based on Russian human capital using world scientific achievements. And organizing the influx of human, physical and financial capital from outside.
3. Overcoming the centuries-old split between society and the population, on the one hand, and the Russian state, on the other, on the basis of a new ideology. The Russian state must become an effective instrument for the country's development in the direction of increasing the level and quality of life of the population.

To solve these problems, huge funds and significant investments are needed. Moreover, from the state.

One cannot but agree with the statements made by E.G. Yasin and Yu.A. arguments. All of the listed problems and ways to solve them lie within the theories of social capital, human potential and human capital. Thus, the development of scientific thought in these areas is a priority for the Russian scientific community.

Conclusion

The article summarizes the scientific works of famous philosophers, economists and sociologists who directly or indirectly related to the topic of man, his potential and capital, and their role in the socio-economic development of society and the state. In addition, it is shown how the knowledge that a person possessed moved from the category of “singular number” to knowledge of “plural number” and turned into energy that created the society.

What is a person: a resource or potential for socio-economic development in a post-industrial society? It would be impossible to answer this question without considering the evolution of the stages of human development through the changing meaning of knowledge. A close analysis of the three stages of the evolution of society led to the conclusion that man has gone from a “resource” in the industrial era, where he was just a cog in a living production machine, to the central figure of every developed economic system in the post-industrial era, whose intelligence, knowledge, education became potential , capital and an intensive factor of economic development. Moreover, unlike physical capital (material base, resources, etc.), which tends to wear out and become obsolete during its operation, human capital is in the process of constant evolution. Man has learned to use his knowledge to obtain new knowledge, which, without exaggeration, allows him to be called a “jewel” of our time.

However, in order for this “jewel” to constantly border itself with new facets of knowledge and improve itself, it is extremely important for the state to create conditions for this non-stop jewelry work. This process can be compared to W.E.'s PDCA cycle of continuous quality improvement. Deming: plan (P-plan), do (D-Do), check and control (C-Check), work on errors (A-Action). An infinitely closed process, with a full circle of which we get an increasingly successful and developed person, and a society rich in human potential and capital. However, it is important to recall that in accordance with the pyramid of human needs proposed by A. Maslow (5 steps), the mechanism of human self-development, his desire for education and acquiring new knowledge is triggered only if his needs, located on the remaining lower four steps, are met ( from bottom to top – physiological, safety, social and respect needs). It is almost impossible to go through these steps without government help. That is why most domestic scientists agree that when a conversation begins about the problems of government reforms, whether they are needed or not, the question arises about their integration into society, reactions and consequences. In turn, a scientific, theoretical and practical basis for carrying out reforms is necessary.

The role of science and knowledge in society is increasing every day and in our time, in our country, within the framework of the development of a post-industrial and innovative economy, it is important and relevant to pay attention to the problems of developing human potential, human capital and social capital.

Introduction

The twenty-first century is a century of innovation, advanced technologies and rapid industrial development. A hundred years ago they could not imagine that man would invent a nuclear bomb, launch an artificial Earth satellite and land on the Moon. This and much more was achieved thanks to the long and hard work of man, namely the use of “human resources” as a fundamental factor in promoting progress, the desire to learn “new things”.

Over the past 10-20 years, the use of “human resources” has increased significantly. This time can be characterized by the complication of the external organizational environment, a sharp increase in the rate of its change and tougher competition in world markets. All this required a search for hidden reserves and new ways to increase efficiency. Of all organizational resources, it is “human resource” that has become the resource that hides the greatest reserves for increasing the efficiency of a modern organization. This factor began to be considered as an object of investment no less, and perhaps even more important, than plants, equipment, technologies, etc.

The relevance of the topic I have chosen lies in the fact that “human resource” plays a fundamental role in the life of every person. Human resource is the stock of knowledge, skills, and motivations available to everyone. All developed countries invest huge amounts of money in human resources. Investments in it can be education, accumulation of professional experience, healthcare, geographic mobility, information search and other important factors.

The purpose of the course work is to study the state and prospects for the development of “human resources” in the Russian Federation. To achieve the research goal, the following tasks were identified:

· Highlight the basic concepts and structure of “human resources”. Determine the factors influencing their placement; potential of labor activity of the population of the Russian Federation. The trend of EAN changes in the near future.

· Explore the concept of development and use of “human resources”; identify new types and relationships between the placement of “human resources” and their rational use. Identify the main problems associated with this goal.

· Solving problems related to this topic by systematically researching measures for the development and rational use of “human resources”

Chapter 1 “Human Resources”

1.1. Concept and structure of “human resources”

“Human resources” is one of the forms of expressing the concept of “labor resources”. Labor resources are the population of the country with the physical development and intellectual (mental) abilities necessary for work.

The prerequisite for the development of social production, the main productive force, is the population - that part that has the totality of physical and spiritual abilities that allow it to work. The working-age population acts as a part of the population limited by certain age limits. The boundaries of working age are fluid and determined by socio-economic conditions and physiological characteristics of human development.

“Human resources” are increasingly viewed as human capital. It should be noted that the concepts of “human (labor) resources” and “human capital” are not synonymous. Labor resources can be transformed into capital, but for this it is necessary to create conditions that provide the opportunity to realize human potential in the results of the organization's activities. That is, if a person is engaged in social production, and labor resources bring real income and create wealth, then they can be called capital.

I believe that in order to fully reveal the structure and essence of “human resources” it is necessary to show the structure of the formation of “human capital”, since it is comprehensive.

Human capital is understood as the stock of abilities, knowledge, skills and motivations embodied in a person. Its formation, like the accumulation of physical or financial capital, requires the diversion of funds from current consumption in order to obtain additional income in the future.

Exploring this structure of formation, I conclude that “human resources and capital” are closely intertwined, which means ambiguity in the study. Each factor can be considered and analyzed separately. This means that “human (labor) resources” are part of “human capital” if the appropriate conditions for these transformations are created.

Conclusion: “human resources” are everyone’s stock of knowledge, skills, and motivations; an integral part of “human capital”, which is not a synonym, but under certain conditions of formation it can become one, therefore, the structure of their formation is similar.

1.1.2. Gradation of the working-age population

Human (labor) resources include the population engaged in economic activities, as well as those capable of working, but not working for one reason or another. The composition of human (human) resources includes the working population of working age and working persons beyond the working age (persons of retirement age and teenagers), foreign labor migrants.

The working population of working age includes the permanent population of working age, excluding non-working disabled people and non-working persons receiving pensions on preferential terms.

The number of Russian citizens who go to work abroad is not excluded from the number of human resources, but does not participate in the formation of the number of people employed in the Russian economy.

The overwhelming majority of human resources consists of the population of working age. In Russia, in accordance with the law, this includes men 16 - 59 years old and women 16 - 54 years old; if they received education at 15 years old, they can enter into an employment contract from the age of 15. Non-working disabled people of groups I and II and pensioners receiving old-age pensions on preferential terms are excluded from their composition (men 50 - 59 years old and women 45 - 54 years old; in recent years, unemployed men 58 - 59 years old and women 53 - 54 years old have been added to them of the year). The labor force also includes actually working pensioners and teenagers under 16 years of age. In Russia, the legislative branch has repeatedly considered the need to increase the age threshold: for men - from 60 to 62 years, for women - from 55 to 60 years. But the difficult economic situation of the working population, low life expectancy, and high mortality in working age are forcing the state to postpone resolving this issue.

1.2 EAN of the country, the concept of the working population, the concept of “unemployed population”, reproduction of human resources

1.2.1 Country EAN

Economically active population - persons of the age established for measuring the economic activity of the population who are considered employed or unemployed during the period under review (the survey week).

Economically inactive population - persons of the age established for measuring the economic activity of the population who are not considered to be engaged in economic activity or unemployed during the period under review (the survey week).

The level of economic activity of the population is the ratio of the economically active population of a certain age group to the total population of the corresponding age group, as a percentage.

In the economy, according to the “employment”, two large groups of workers can be distinguished, playing an important role:

· The first group is entrepreneurs employed in various sectors of the economy; peasants running independent households (farmers), artisans engaged in self-employed activities (ITA). Individuals of this group use their entrepreneurial abilities to organize production, “business” in order to make profit and excess profits, or only to satisfy their needs.

· The second, larger group is hired workers who provide (sell) their ability to work to employers (entrepreneurs) for use in the production process for a certain remuneration (wages).

Due to the different economic roles of the above groups in production, it is advisable to separate them into two independent categories. The actual labor force in the modern period should include only hired workers and the unemployed looking for work on the basis of selling their labor power.

In a market economy, the concept of “economically active population” is broader than the concept of “labor force”, but narrower than the concept of “labor resources”. The main component of human resources is hired labor.

In Russia, in accordance with ILO requirements, the economically active population is recorded as part of a population survey on employment problems, which is carried out once a quarter. Rosstat publishes the statistical collection “Labor and Employment in Russia” once every two years, and also periodically publishes the statistical collection “Economically Active Population”.

1.2.2 The concept of the working population

The working-age population is a part of the country's population of a certain age group, regardless of whether it participates in social production or not.

The working-age population is divided into economically active and passive populations. The economically active population (labor force) is understood as the total number of people of working age, employed or unemployed, with the exception of those in psychiatric hospitals and correctional institutions. The economically passive population is that part of the population that does not seek employment. The number of economically active population from 2000 to 2009, according to Rosstat, increased from 72,332 to 75,524 thousand people.

1.2.3 “Unemployed population”

Unemployment is a situation when a certain part of the economically active population, which has the opportunity and desire to work, cannot do so due to circumstances beyond its control.

The unemployed, in relation to the definitions of the International Labor Organization (ILO), include persons at the age established for measuring the economic activity of the population, who during the period under review simultaneously satisfied the following criteria:

· did not have a job (gainful occupation);

· were looking for a job, i.e. contacted the state or commercial employment service, used or placed advertisements in the press, directly contacted the administration of the enterprise or the employer, used personal connections, etc. or took steps to organize their own business;

· were ready to start work during the survey week.

Students, pensioners and disabled people are counted as unemployed if they were looking for work and were ready to start work.

Duration of unemployment (duration of job search) is the period of time during which a person, being unemployed, looks for work using any means. According to the population survey on employment problems, the duration of incomplete unemployment is given - the time from the moment the search for work begins until the moment unemployment is recorded.

The average duration of unemployment (average time to find a job) is calculated as a weighted average for the composition of the unemployed under consideration.

In 2000, compared to 2009, the total number of unemployed decreased from 7059 to 6162.

To a certain extent, the potential for increasing unemployment is underemployment. It is represented by people forced to work part-time and on leave without pay.

1.2.4 Reproduction of human resources

The current demographic situation has developed against the backdrop of long-term unfavorable trends in demographic development over a period of more than thirty years, starting from the 60s. At the same time, the evolutionary trends of the constant deterioration of demographic processes were sharply intensified by the negative impact on the population of the socio-economic crisis in the country and the decline in living standards a significant part of the population.

The most important characteristics of population reproduction include the so-called general fertility and mortality rates, which are calculated as the ratio, respectively, of the number of births and the number of deaths during a calendar year to the average annual population. (Table 1. Fertility, mortality and natural population growth in Russia since 1960 to 2008).

Conclusion: analyzing the tables of State statistics, we can draw a disappointing conclusion that although the number of EANs is growing, this change over more than 9 years is insignificant. The growth is associated with the arrival of emigrants, which negatively affects social stability, the level of training of workers and other serious factors. Unemployment is increasingly affecting various segments of the population, which also leads to instability in society. The large difference between the income level of the poorest and the richest is an indicator of the government making the wrong decisions in managing the economy. The country’s demography is in a catastrophic state, a deep “hole” that is becoming wider due to incorrect policies in this area.

1.3 Factors influencing the location of productive forces in the Russian Federation

Productive forces are a system of subjective (human) and material elements that carry out “exchange of substances” between man and nature in the process of social production.

1) Territory factor;

2) EGP factor (varieties of EGP - central, deep, neighboring, coastal);

3) natural resource factor (in the mining industry, a shift to areas of new development - northern regions, shelf zones);

4) transport;

5) human resource factor (the quality of human resources becomes important);

6) factor of territorial concentration;

7) the knowledge intensity factor (is becoming increasingly important);

8) environmental factor (becoming increasingly important).

An important condition for the rational placement of production is cooperation and combination of production, as well as the introduction of the latest, most progressive and waste-free technologies. At the same time, the rational placement of productive forces involves careful treatment of natural resources, their conservation and improvement of environmental conditions. Reducing losses during the extraction and processing of minerals, reforestation work, and careful use of land resources are becoming increasingly important.

Each industry sector is characterized by its own set and combination of main factors influencing its location.

The study of the placement and development of productive forces is based on a fairly wide range of methods and methods that make it possible to identify patterns and determine the most rational option for the placement and development of productive forces.

1.4. Labor activity potential of the Russian population. Trends in EAN abundance in the near future.

Modern business conditions pose new challenges for enterprises related to the need to identify additional sources of increasing the efficiency of financial and economic activities and increasing the profitability of the enterprise. One of these sources is the growth of qualitative characteristics of labor potential.

The situation in the sphere of realization of labor potential reflects the general situation in the economy.

Labor productivity and similar economic categories designed to characterize labor activity, in modern conditions, do not always reflect the real state of affairs due to the inadequacy of both past and current economic statistics. More reliable for these purposes would be the use of indicator indicators - for example, the intensity of “vital migrations”, which, as shown above, are characteristic of the most active and able-bodied contingents of the population. Using indicators of a high share of the newcomer population and, at the same time, a high number of local natives who left the region, it is possible to classify the regions of the country according to the level of population mobility and, accordingly, carry out a more reliable ranking of them according to the degree of working capacity of the active population.

The maximum value of labor potential is typical for the Yamalo-Nenets and Khanty-Mansiysk districts, Moscow, and the northern group of regions of the Far Eastern region. An increased level of labor activity of the population is typical for the Leningrad region with St. Petersburg, the European and Central Siberian North. It is here that earnings are highest and activity in the service sector and small business is maximum. Accordingly, in modern conditions the main populations of these regions are the most flexible and prepared for drastic changes. These are precisely the personnel who want and are able to easily adapt to new conditions. In demographic terms, these regions are distinguished by an unbalanced structure with a predominance of the population of working age, often predominantly male.

In almost all old industrial regions of the European part of the country (Yaroslavl, Ivanovo, Vladimir, Nizhny Novgorod, Samara), the share of the employed or job-seeking population exceeds 50%. The regions of central Russia, which have the most harmonious structure of society, are characterized by a balance of active and passive populations, including a high number of old people. A manifestation of precisely this balance is the increased level of activity of vital migrations of the population. Only in the strip of forest-steppe regions of the chernozem center and middle Volga region does a slight decrease in the activity of vital migrations begin to reflect the appearance of signs of conservatism in the social structure.

Regions with a large number of children in the population structure (North Caucasus, southern Siberia) have the minimum potential for labor activity. The high conservatism of the social structure in the North Caucasus does not provide the active population with sufficient employment in places of permanent residence. Therefore, they are forced to look for the application of their activity in other regions of Russia, returning, however, to their historical homeland after self-realization. It is precisely this, exclusively Caucasian, specificity that is associated with the low activity of life migrations observed in this region.

The most important problem of available human resources is their full employment and effective use, ensuring economic growth and, on this basis, increasing the level and quality of life of the population. Optimization of the processes of formation and use of the labor potential of a country, region, production team and individual worker is possible subject to effective management of labor resources, taking into account the specific conditions of specific territories, sectors and branches of the national economy. Labor resource management is the central problem of managing social reproduction, because the functioning of the main productive force is a decisive factor in economic development and social progress as a whole.

It is necessary to indicate trends in changes in the number of economically active population in the near future, since the economic development of the country largely depends on this category of population (Fig. 1 of the number of economically active population, million people).

As can be seen from Figure 1, the level of the economically active population for the period from 2007 to 2010. changed several times. At the same time, the number of the economically active population and the unemployed in general has changed slightly despite the global financial crisis that began in 2008.

So, according to forecast calculations, in the period until 2012, the supply of labor will exceed the demand for it for professional groups

both predominantly mental and physical labor, which will lead to an increase in the size and level of unemployment in the vast majority of them, as well as for the economically active population as a whole.

Chapter 2. “Human resources” of the Russian Federation: concept of development and use.

2.1. “Human resources” of a new type. Problems of development and rational use of “human resources”.

“Human” and “labor” resources are closely interrelated and are essentially the same thing, since the main source of their existence is man. Consequently, further in the work they will be considered as one whole.

Labor resources are the part of the country’s population that has the physical and intellectual abilities to work.

One of the key aspects of market transformations is the policy of intellectualization of social labor.

It is especially important for the Russian economy that the modern labor market is being formed under the influence of widespread demand for labor of an innovative type and, at the same time, a response to the mass entry into the labor market of personnel well prepared to work in conditions of intense scientific and technological changes, capable of active transformative activities.

In the field of improving human resources, the education of the individual, aimed at developing his creative thinking and initiative, is of particular importance. An individual approach becomes key. A typical situation arises when each person at all stages of education receives knowledge based on the level of his intelligence. Training time is also individual.

The development, use and development of high technologies, the spread of computer and information technology require the presence of a new type of human resources. And in this regard, the experience of purposeful formation of creative human resources accumulated in the West since the 60s, that is, first in the scientific and technological revolution, is extremely useful for Russia. There, this process was immediately elevated to the rank of state policy.

For Russia, it is very important to systematically study the experience of effectively using a qualitatively new workforce that involves high professional and scientific training - the human resources of the future, which are currently poorly used in the economies of Russia and other CIS countries and occupy the lowest position in terms of wages.

Particular attention in our country should be paid to the fact that the state-led human resource policy in leading capitalist countries (USA, Japan, France, Great Britain, Sweden, etc.) is carried out with very significant financial, organizational and other participation of entrepreneurs and many other social institutions society.

The modern market economy makes new demands on the workforce: participation in the development of production at almost every workplace; ensuring high quality of products that are rapidly changing in their characteristics and technologically increasingly complex; reducing the cost of products by improving production methods and reducing costs.

The distribution and use of human resources must be examined in sufficient relation to technological progress. Currently, there is no republic where large scientific teams are not working on human resource issues. All this testifies to the enormous importance of the relationship between human resources and their rational placement. An example of non-rationalism: location of an enterprise at a great distance from the market, inaccessibility of the enterprise, etc. Therefore, it is very important to locate labor-intensive production in cities with a high labor index and at the same time train workers from local youth. On the other hand, the very presence or absence of population in a particular territory is a factor that promotes the development of production or, conversely, inhibits it.

From all that has been said, it follows that the relationship of human resources with the placement, and subsequently, their rational use, is an individual task, and also, due to the large territory of our state, it should be strictly zoned in order to increase efficiency.

2.2 Problems of labor intellectualization policy

A thoughtful and targeted policy for the development of human resources of the highest type can have a huge effect in our country. It is divided into two stages:

Training of human resources in the traditional education system (preschool institutions, schools, junior colleges, universities, graduate schools).

Corporate training, which involves professional specialization and retraining of personnel through its own scientific and training centers, special courses taking into account the technological specifics of a particular production.

Selecting an adequate indicator to characterize such a subtle sphere as the intellectual potential of society is much more difficult. The accounting of regional differences in the number of “outstanding figures” used in cultural studies is effective only on more than 100 years of material. For the former USSR, in which, after 1917, the most dynamic and talented part of the population from all over the country flocked to the centers and settled in them thanks to the institution of registration, this approach turned out to be unsuitable. I had to limit myself to a set of indirect indicators. It should be noted that even with this assessment option, the influence of the institution of registration and regulation of the number of jobs in science was felt. Housing problems prevented the consolidation of talented youth from the periphery in a limited number of centers; science was often staffed with less talented, but local, personnel.

Thus, it is necessary to immediately make a reservation that in Russia the average level of intellectual security in production should be higher, and the differentiation between the centers and the periphery is not so pronounced.

It should be noted that the business sector in developed countries spends on this type of training, as a rule, the same amount of money as the state on school and university education, including the training of scientific personnel. And this step will be feasible in our country if, following the example of Western countries, taxation on profits used for the development of production and human resources is removed.

To solve the tasks and achieve the goal of the work done, it is necessary to highlight the main directions for improving and developing the use of human resources in our country. Specifically: identify the conditions for the development of human resources, highlight the main priorities in the labor market for this type of resource and draw a conclusion on the work done.

Chapter 3. Main directions for improving and developing the use of human resources in the Russian Federation.

3.1. Conditions for human resource development

Development is a double process: in it the old goes away, and the new comes, asserting itself not through the unhindered deployment of its potentials, but in the fight against the old [Afanasyev V. G.]

To identify the conditions for development, let’s imagine the system for the formation of human resources in the form of a control object (a subsystem for managing the formation of human resources) and a managed object (personnel) (Fig. 2). The management system includes the activities of the state, civil society (CS), public organizations (POs), social movements (SM) and the independent work of people and personnel.

Figure 2. Human formation system

1.command communication channels. 2. feedback channels.

The development process, as it were, “breaks through”, makes its way through numerous fluctuations, deviations, and changes. And to the extent that this process is directed, purposeful, subjectively organized, these changes can accumulate, integrate, line up into an internally determined line, the trajectory of a person’s life path.

The formation of a human resource management system is carried out in a process of irreversible development, however, presenting it in the form of a vector would be too rough an approximation. Life circumstances and the internal logic of self-movement suggest returns, deviations, temporary regression, repetition of the past, slowdowns and jerks, accelerations. Thus, the development of human resources seems to be a process of upward movement of the entire mass of already achieved content and enrichment with new ones.

A condition for testing a person’s readiness for active life and a kind of “push” for the manifestation of the human factor, all sources of self-development in a person, are crisis conditions. A crisis becomes the driving force for the development of human resources when the moment of imbalance, the emergence of new needs coincides with key moments, turning points of the life path person, making a decision that determines the trajectory of further movement. The source and driving force of development are turning points, crisis situations that require restoration of the entire space-time structure, a new attitude towards oneself and one’s life, and a restructuring of the self-government system.

For human resource management, the crisis is of interest as a driving force for human self-development and the management of this process. The influence, for example, of external factors (ecological disaster, social upheaval) that disrupt the usual way of life (stable stereotypes), leads some to internal destructive contradictions, and others to the awakening of dormant vital forces, to a bright revelation of personality. A person’s life path passes in accordance with his life plan, scenario. Finding himself in a crisis situation, he chooses solutions from many options. A crisis presupposes polyvalence; a person is forced to stop and look back, to realize his attitude towards life as such, the passed period of time, and his own future. Assessing the quality of life, its meaning and goals, the painful choice of a further direction of movement, responsibility to oneself and others in individual life - this is only the psychological content of the crisis. A threat to the project of a future life, which does not allow one to deviate from the established path, leads to comprehension, adjustment of plans, and the choice of new strategies for achieving life goals.

3.2. Human resources and labor market.

Investments in human resources and personnel work become a long-term factor in the competitiveness and survival of a company in a market economy. It is no coincidence that the direct costs of private business in the United States for all types of training had already increased by the beginning of the 80s to $30 billion, and total private and public costs, taking into account compensation payments during training, reached $100 billion. In the era of highly developed market civilization, the role of the labor market in the evolution of the economy is continuously increasing. For the first time in history, productive forces are reaching a level of development at which their evolution is possible only in conditions of creative activity of workers in a significant part of professions and the widespread use of the latest technical means and accompanying knowledge in the sphere of social labor. Completely new requirements, compared to the past, are beginning to be placed on the workforce: participation in the development of production at almost every workplace; ensuring high quality of products that are rapidly changing in their characteristics and technologically increasingly complex; maintaining low product costs through continuous improvement of methods.

Human resources are becoming the most important link in national and world market civilization; creative labor resources are formed on it, carrying out the daily evolution of society. We are talking about one form or another of initiative, production independence, the desire to improve technology and methods of serving the population.

Research shows that active creative work is currently, to one degree or another, included in the content of the activities of the majority of the working population, primarily specialists with higher and secondary specialized education, administrative and managerial personnel, highly qualified workers, and service workers. This is the leading detachment of the national labor force, covering the “lion’s share” of those employed in the national economy in Western countries.

Conclusion.

“Human resources” is the stock of knowledge, skills, and motivations available to everyone; an integral part of “human capital”, which is not a synonym, but under certain conditions of formation it can become one, therefore, the structure of their formation is similar.

Analyzing the tables of State statistics, we can draw a disappointing conclusion that although the number of EANs is growing, this change over more than 9 years is insignificant. The growth is associated with the arrival of emigrants, which negatively affects social stability, the level of training of workers and other serious factors. Unemployment is increasingly affecting various segments of the population, which also leads to instability in society. The large difference between the income level of the poorest and the richest is an indicator of the government making the wrong decisions in managing the economy. The country’s demography is in a catastrophic state, a deep “hole” that is becoming wider due to incorrect policies in this area.

The relationship of human resources with the placement, and subsequently, their rational use, is an individual task, and also, due to the large territory of our state, it must be strictly zoned in order to increase efficiency.

The main directions for improving and developing the use of human resources in our country: identify the conditions for the development of human resources, highlight the main priorities in the labor market for this type of resource and monitor the work done to study the results.

This work reveals many problems of the state and development of human resources such as:

· Irrational use, due to the inability of the authorities to assess the significance of human potential;

· Demographic crisis and economic inequality in the use of these resources;

· Decrease in the quality of training and the infusion of “non-professional resources” into the economic potential of the country, which leads to a deterioration of the same economy;

· Social instability, “staff turnover”, national lack of mutual understanding and other important factors.

Bibliography.

1. Bulanov V.S. Labor market / V.S. Bulanov, N.A. Volgin. – M.: Exam, 2003. – 480 p.

2. Lyskov A.F. Human capital: concept and relationship with other categories // “Management in Russia and abroad”. – 2004.

3. Website of the Federal State Statistics Service //http://www.gks.ru/

4. Yuryeva T.V. Social economics/Yuryeva T.V. – M.: Bustard, 2001. – 352 p.

5. Distribution of productive forces: Uch. for universities / Ed. V.V. Kistanova, N.V. Kopylova. – M.: Economics, 1994. – 588 p.

6. Morozova T.G. and others. Economic geography of Russia: Uch. village / T.G. Morozova, M.P. Pobedina, S.S. Shilov. – M.: UNITY, 2000. – 522 p.

7. Labor //Russian statistical yearbook: statistical collection/Goskomstat of Russia. – M., 2009.

8. Labor //Russia in numbers: brief. stat. Sat./Federal State Service. Statistics. – M., 2009.

UDC 005.331 BBK Yu526.6

TV. IVANOVA, M.V. HABAKE

RELATIONSHIP OF DEFINITIONS “HUMAN RESOURCES”

AND “HUMAN POTENTIAL”

Key words: human resources, human potential, quantitative and qualitative aspects of their relationship.

The author's interpretation of the definition of “human resources” is proposed. The possibilities of using the term at the level of region, industry and enterprise are differentiated. Based on the systematization of the definitions of human potential available in the literature, various approaches to its study have been proposed, in particular: resource-based, factor-based, integral, institutional. The quantitative and qualitative aspects of the relationship between the definitions of “human resources” and “human potential” are substantiated.

T. IVANOVA, M HABAKE INTERCONNECTION OF DEFINITIONS “HUMAN RESOURCES”

AND “HUMAN POTENTIAL” Key words: human resources, human potential, quantitative and qualitative aspects of their interconnection.

The author's interpretation of the definition “human resources” is put forward. Opportunities for using the term at the level of a region, an industry and a company are differentiated. Basing on systematization of available definitions for a human potential, different approaches for its study are offered: resource-based view, factorial, integral and institutional approaches. Quantitative and qualitative aspects of interconnection between definitions “human resources” and “human potential” are substantiated.

The main wealth of any society is people, and the final criterion of progress is the measure of human development and the satisfaction of his needs. In today's conditions, interest in human creative abilities and ways of their activation has sharply increased, and therefore the priority task of the Russian Government's policy for the medium and long term is the preservation and development of the country's national human potential as the main factor of economic growth and the basis of Russia's competitiveness in the global economy .

In this regard, the purpose of this article is to study the terminological base (the relationship between the definitions of “human resources” and “human potential”) to increase the objectivity and validity of government decisions.

The theory of human capital had a significant influence on the formation of the concept of human resources, but we will not dwell on it in detail1. Science knows the dual origin of man: on the one hand, he is part of the animal world, and on the other, part of social relations. This means that he has absorbed all the functions of an animal necessary for his life: he is healthy, energetic, tenacious, but in

1 The theory of human capital is considered within the framework of a monograph by one of the authors of the article.

At the same time, society, establishing its norms of behavior and morality, obliges him to fulfill his functions, which a person is not able to violate, otherwise he will turn into an animal. We also find confirmation of this in the words of B. Hildebrand: “Man, as a social being, is, first of all, a product of civilization and history,” “his needs, his education and his attitude to material values ​​... never remain the same but both geographically and historically continuously change and develop along with all the education of mankind.” Obviously, the concept of “human resources” should be approached in this combination.

The first studies that proved the need to take into account the quality of human resources in the process of production activity are contained in the works of K. Marx and F. Engels, who noted: “...the history of industry and the emerging objective existence of industry is an open book of human essential forces,” and reading this book is usually took place “not in its connection with the essence of man, but always only from the angle of view of some external relationship of utility.”

The basic foundations of the concept of human resource development were laid in the works of D. McGregor and M. Follett, E. Flamholz, which appeared in the 1960s. The latter is responsible for one of the most interesting and well-known attempts to use the concept of human capital at the corporate level - the concept of “Human Resource Analysis”, where he identified three main tasks, among which, in our opinion, the fundamental one is the motivation of managers to think about people not as costs, which should be minimized, but rather as assets that should be optimized [Cit. from: 13. P. 132].

The term “human resources” (from the French ge880gse - reserves, reserves) came into use more firmly in the 1970s. in developed capitalist countries until the end of the twentieth century. most often identified with the category “labor resources” and interpreted as available people, human reserves (reserves) with their professional and physical abilities. This definition reflected the economic feasibility of capital investments in a person, the development of his skills, abilities, abilities in the following proportion: the higher the worker’s labor productivity and the longer the period of his activity, the more income he produces and thus represents greater value both for the enterprise and for society.

Evolving, the concept of “human resources” began to develop in two main directions: rationalistic and humanistic. The first is based on the proposition that achieving a high level of adaptability of a company to a competitive environment is possible due to the elasticity of the forms of personnel organization, the intensification of the work of highly qualified workers and the participation of workers in the distribution of profits. The second is based on the principles of employees taking responsibility for creating the company’s competitive advantages and achieving their involvement in the affairs of the organization through the development of a corporate culture (committed

adherence to certain values, rules, norms of behavior), effective communication, high motivation and flexible leadership.

Thus, the term “human resources” represents a complex, multi-structural entity, within which a person is viewed as an integral being with his own history, values, life prospects and way of life. In recent years, the semantic load of the concept of “human resources” has been filled with new content, the emphasis in which has shifted towards a more complete use of all potential (and above all intellectual) human capabilities.

New approaches to the development of human resources in our country are focused on the formation and development of a creative personality, where the costs of its maintenance are considered not as labor costs, but as long-term investments; the principle of “human resource management” is increasingly replacing the concept and practice of the “HR department”. Some domestic scientists see a direct relationship between the transition from the concept of labor resources to the concept of human resources and a change in the economic system: “... human resources are labor resources, which in a market economy are the most important factor of production.”

It should be emphasized that the concept of “human resources” is more capacious than “labor resources”. It reflects the main wealth of any society, the prosperity of which is possible by creating conditions for the development of each person. Human resources are determined not by numbers, but by the qualitative characteristics of the population. In the most general form, human resources are understood as a certain set of qualities that allows one to obtain the benefits of life and gain social positions.

Summarizing the above, we can agree with the opinion of Yu.F. Lukin that “human resources are essentially the entire population of any country or territory, which is considered not as a means to achieve some ideological goals, but as the goal of any economic development, management, and politics.” In this regard, the most complete definition of human resources, in our opinion, will sound like this: “. human resources are a part of the country's population that has physical, mental and emotional innate and formed as a result of investments abilities, as well as executive, creative and organizational potential, which are expediently used in a particular field of activity and which should be considered not as a means, but as the goal (object) of any economic development, management, policy.”

It is also necessary to differentiate the possibilities of using the term at different levels. In our opinion, at the regional level, it is more appropriate to consider “human resources” as a social category, and at the industry and enterprise level, this definition, while maintaining the qualities of an economic one, also acquires the qualities of a managerial category.

category became the concept of expanding human choice by L. Sen. Income in this concept is not seen as an end goal, but as a means that expands the human choice of the goal and lifestyle that a person considers preferable.

Systematizing the definitions of human potential available in the literature, we can conclude that most researchers are inclined to apply the resource approach to this category. So, N.V. Koro-vyakovskaya believes that “human potential is a characteristic (ability, development, position) of a subject.” Thus, it is based on an understanding of the essence of man as a unique biosocial substance that has absorbed physical, emotional and intellectual potentials.

A number of scientists believe that it is more justified to use a factorial approach, where human potential is characterized as a form of human factor. At the same time, the resource concept of human potential is expanded by assessing the employer’s capabilities to use the abilities of employees as an active subject of production. T. Schultz, considering human potential, called it productive stock, which is embodied in the person himself. He writes that it is “the potential through which its owner will subsequently receive certain services. They include productive services, which ensure an increase in future earnings, and consumer services, which consist in meeting the needs of the individual throughout his life" [Cit. from: 12. P. 40].

The concept of “human potential” is also interpreted as an integral category, firstly, because it “characterizes the internal spiritual energy of a person, his active position aimed at creative self-expression”, and secondly, because it characterizes the differentiated aspects of a person’s inclusion in social production and social relationships and is related to labor economics, demographics, political, religious, ethical and ethnic conditions. V.V. Sartakov writes: “On the one hand, the potential of an individual is used as a characteristic of the organization (development) of a subject in one way or another (professional, qualification, cultural, intellectual, etc.) and as its integrated characteristic, reflecting its systemic quality. In the second case, this concept is characterized as a holistic entity, its total capability, the ability to effectively interact with the environment, the ability to solve technical, economic and socio-political problems.”

Interest in the category of “human potential” in the Russian Federation especially intensified during the period of market reforms. A.B. Doktorovich, T.I. Zaslavskaya, R.I. Kapelyushnikov, L.A. Migranova, A. Neshchadin and others began to analyze the structure and dynamics of this definition. Thanks to qualitative changes in views on the role of man in the social system

production in recent years, the semantic load of the concept has changed somewhat. As rightly noted by V.N. Yakimov: “The efficiency of production in modern conditions depends not only on the high level of professionalism of workers, but also on comprehensive consideration of all the various qualities of a person, his inclinations, individual characteristics, the creation of conditions for creativity, and personal self-expression. when work is associated with the realization of all human abilities."

T.I. Zaslavskaya defines human potential as an indicator of the development of a social system: “The human potential of a country is the totality of the physical and spiritual forces of citizens that can be used to achieve individual and social goals, both instrumental and existential, including the expansion of a person’s very potential and the possibility of his self-realization.”

Consequently, in addition to labor resources and labor potential, “human potential” also includes professional, intellectual resources, the general level of culture and moral reliability, the ability to create, motivation, responsibility for decisions made, entrepreneurship and the potential for the comprehensive development of an employee both in production and outside of it, in free time from work. Therefore, it is necessary to create conditions where a person is given the opportunity to choose the area of ​​application of his abilities.

One of the main goals of human resource management is to create conditions under which the hidden potential of employees will be realized and their commitment to the organization will be ensured. This potential, as a rule, includes not only the ability to acquire and use new knowledge, skills and abilities, but also accumulated unrealized ideas for improving the organization’s activities.

L.I. Evenko proposed an original approach to the study of the role of personnel in production, where the problem of personnel management, personnel of an enterprise is analyzed from the point of view of the postulates of “man as a resource” and “man as a subject” of management, with which we agree in principle.

The modern theory of human potential, which defines man as the main priority and active subject of all socio-economic processes, considers the development of human potential as the ultimate goal and criterion of social progress. Society has placed society at the forefront, the optimal development of which is possible only when based on an institutional approach; its most important tools are social institutions; the process of reproduction of man as a “social” being depends on their condition and development.

Already at the initial stage of the development of the theory of human capital, its meaning was unreasonably generalized and its conceptual scope was expanded, which led to a shift in the semantic boundaries separating the concepts of “human capital” and “human potential”. This not only distorts the essential characteristics, but also significantly complicates the interpretation and practice.

tical use of both, and sometimes leads to contradictions. Analyzing the goals of development of these definitions, it is easy to detect their significant differences, which is a serious argument in favor of delimiting the semantic structure of the corresponding concepts.

Thus, the relationship between the categories “human resources”, “human potential”, “human capital” can be expressed in a simple diagram (Fig. 1), in which it is obvious that “human potential”, based on the category “human capital”, is an integral part the concept of “human resources” (if we mean by the latter the quantitative aspect - population, people).

If by “human resources” we mean a qualitative component - a set of numerous characteristics of individuals, then the relationship should be presented differently (Fig. 2).

“human potential”, “human capital” (developed by the author)

Thus, this article examines and clarifies some definitions that reflect the relationship between labor and people - “human resources”, “human potential”, and adapts them to the realities of Russian reality, since without a transition to a new theoretical basis it is impossible to make changes in practice.

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IVANOVA TATIANA VALERIEVNA - Candidate of Economic Sciences, Associate Professor of the Department of Management and Marketing, Chuvash State University, Russia, Cheboksary ( [email protected]).

IVANOVA TATIANA - Candidate of Economics Sciences, Associate Professor, Management and Marketing Department, Chuvash State University, Russia, Cheboksary.

KHABAKE MAJED VALIDOVICH - master's student in "Management", Chuvash State University, Russia, Cheboksary ( [email protected]).

HABAKE MADJED - Master's Program Student of the direction “Management”, Chuvash State University, Russia, Cheboksary.

Currently, at domestic enterprises, issues related to human resource management occupy an increasingly important place in production and economic activities. Each worker acts as a central figure in any production process, combines all other factors of production into a single whole and gives impetus to the functioning of means and objects of labor. In this regard, the formation of new and development of existing abilities, determined on the basis of an analysis of their relevance in the interests of the organization and the person himself, should become the basis for managing the development of human resource potential.

The main goal of intra-company management of human resource potential is to achieve success through its effective use. The formation and use of human resource potential in an organization is determined by how the competence of the organization’s employees is increased and how it is used to increase the competitiveness of the organization as a whole. The competence of employees is increased through their education, training, and the formation of an appropriate corporate culture.

The essence of human resource management comes down to two types - strategic and operational. That is, to the formation of such human productive abilities that would most fully meet the requirements for the quality of work in a certain workplace, to the creation of such social, economic and production conditions under which the maximum use of human resources would occur. Strategic management of human resource potential is considered as a set of long-term impact methods aimed at improving the capabilities, abilities, and skills of employees and creating conditions for their self-development. The total level of human potential of an organization is not calculated as the sum of the potential of individual employees measured at the individual level, but includes the quality of interaction, i.e., the social potential of the organization.

In modern conditions, every organization or firm constantly experiences tangible impacts from the external environment. Rapid and sometimes unpredictable changes in the external environment force every enterprise to quickly adapt to constantly changing conditions. Adaptation and adaptability have become vital properties of any organization. The development of flexibility, adaptability and self-learning is becoming one of the leading principles of shaping the human potential of organizations. Flexibility, adaptability of companies, their self-learning become factors determining the degree of their innovation. Adaptability as the most important property of an organization is ensured by targeted education and training of employees, and the inclusion of self-analysis in the process of activity.

An important feature of the formation of human potential is the active use of information technologies and global information systems. The performance of any commercial organization depends greatly on the use of information technology to improve the efficiency of operations and decisions. Computers, information systems, and communication systems have a significant impact on increasing the competitiveness of organizations.

Over the past 20 years, effective organizations have mastered a huge arsenal of tools and methods of working with personnel, giving preference to a system of long-term development of employee potential, the formation of a structure and organizational culture of the organization that meets modern requirements. These tools include not only encouraging creativity, expressing new ideas, and submitting proposals to ensure their implementation. Also, the decisive factor in competition in the field of innovation is not so much the development of a new idea, but its effective implementation. In order for the author or authors of an idea to undertake its implementation with enthusiasm, their support is required. That is why a number of successful companies have special programs to support and encourage experiments and experimenters. Anyone who has expressed a new idea or developed a particular project, under certain conditions, receives support from the administration. This support may relate to finance, advice, supplies, production space, working hours of other employees, equipment, raw materials and components. Those. To realize the potential of human resources, an organization needs appropriate prerequisites, expressed in motivating people to use their potential. Motivating an employee means providing an opportunity to realize their accumulated experience, professional skills and life values, working for the benefit of the enterprise. Remuneration for work must correspond to the employee’s contribution, in addition, it is necessary to maintain an appropriate balance between tangible and intangible rewards. Otherwise, he loses interest in work, and his activities will soon become negative for the enterprise. human resource potential

Another element of human resource potential is a motivating vision among employees of an organization or enterprise. Vision is a set of ideas of employees of an organization (enterprise) about what this organization (enterprise) should become in the future. Creating a vision is a more important task than creating traditional plans. Creating a vision involves not only the mind, but also emotions. In this regard, the formation of the vision involves primarily elements of the organization’s culture. Vision has a powerful stimulating effect. A figurative idea of ​​where this or that enterprise is going helps everyone independently set goals that are consistent with their common aspirations. In fact, a vision is a blueprint for a future state that motivates people to take creative action on their own. A vision is not just a project, a plan, but rather an image of the future, into which not only the mind, intellect, but also the feelings of the company’s employees are invested. In addition, this is not only an image created by the administration, but also an image shared by members of the organization (employees of the enterprise).

The practical implementation of any conceptual model of human resource development management must take into account the specifics of a particular organization. At the same time, it seems appropriate to highlight some universal features (principles) that distinguish the concept of managing the development of human resources in modern conditions:

• a) the interpretation of people as a valuable resource of the organization that needs development;
• b) strategic orientation, expressed in connecting the goals and policies in the field of human resource management with the mission and strategy of the organization;
• c) formation of the organization’s culture, which is a basic element of the development and effective implementation of human resources;
• d) creating conditions for employee participation in the development of the organization, decentralization of personnel decisions by transferring greater rights to lower-level managers.

The main goal of human development is the formation and development of the intellectual potential of the nation and its effective use.

Over the past five years, Russia has risen by three positions in the human development ranking. It now ranks 65th out of 169 countries.

However, the effectiveness of realizing human potential lags behind the leading world powers (Table 24)

Table 24

The dependence of the economic development of some countries of the world on the level of qualifications of their workforce (2002 - 2005) 12

A country	Population, million people	GDP, billion dollars	Share of the world's skilled labor supply, %	Labor force qualification level, %

The relative values ​​of the skilled labor force are calculated for every 100 million of the country's population, which makes it possible to compare the skill levels of the labor force in different countries. Japan, having only 9% of the world's skilled labor resource (Russia has 16%), provides a GDP five times higher than the domestic one, which indicates an extremely inefficient use of intellectual potential. Despite the fact that the level of qualifications of the workforce in Russia today is the highest in the world, in terms of this indicator we are significantly ahead of the most economically developed countries: for example, Japan - by one and a half times, and the USA - by almost 40%. This confirms the thesis that the effectiveness of economic development of modern states largely depends on how much money they invest in their people.

This situation is the result of different approaches to human resources. The basis of the new economy is human capital, which is the main driving force of the socio-economic development of modern society.

In connection with this, it is necessary to change the role of human capital, transforming it from a cost factor into the main productive and social factor of development. The basis of the concept of human potential development should be the creation of conditions for human self-realization and work on personal self-identification. With such a passage, the uniqueness of the person, his talents and abilities will be at the forefront.

Achieving the goals is possible by implementing the main tasks in key areas that have a direct impact on the formation of human potential: education, culture, healthcare, physical culture and sports.

Trends in the international and Russian market economy place new demands on labor markets and education systems. The modern education system should become an effective means for preserving the human potential of our country, improving its quality, developing the intelligence and spirituality of Russian society, which is today a necessary condition for ensuring the national security of Russia. The education system should be aimed at identifying each person's unique abilities and stimulating creativity.

In connection with this, it is necessary to formulate programs for training and educating children that stimulate their creativity and the desire for excellence, nurturing their individuality.

Achieving this goal is impossible without developing a system of additional education. The main criterion for the effectiveness of municipal policy in the system of additional education should be the availability of a wide range of services offered by institutions of additional education; in addition, it is necessary to create conditions for individual self-realization.

Career guidance as a process of assisting an individual in learning a profession and his own personal qualities, a process that ends with a reasonable choice of his occupation, should become key in the education system. This approach will generally create demand for professions not on the basis of fashion trends, but on the basis of the abilities of each person. The Institute of Professional Consultation should become part of the education system.

In turn, in the higher education system, business incubation should become an integral part of the educational process. Student business incubators should become centers of student activity, where young people will be given the opportunity to realize their ideas and talents. This approach will lay the foundation for the development of small businesses and ensure self-employment of the population. The higher education system should orient students to the use of new technologies in their professional activities, the creation of new products and the constant improvement of their skills.

In addition, municipal policies should be aimed at improving conditions for the development of entrepreneurship, supporting start-up entrepreneurs and stimulating innovation.

Cultural and value orientations and readiness for family life and raising children are among the key characteristics of human potential. In this connection, the promotion of cultural behavior and a healthy lifestyle, culture as a way of life, family education are some of the defining directions in the sphere of education and culture.

When it comes to the quality of human capital, one must also take into account human health and his value orientations towards a healthy lifestyle. A healthy lifestyle should become one of the components of a person’s success.

Health care policy should be aimed at promoting caring for one's health and helping to create good habits in the family. In this regard, the main priorities in this area should be prevention and early diagnosis, which can be achieved by expanding the sector of non-state medicine, which will be included in solving the problems of early diagnosis and the practice of maintaining health. to expand the sector of non-state medicine, which will be involved in solving the problems of early diagnosis and the practice of maintaining health. This priority can be implemented on the principles of municipal-private partnership.

Since physical education and sports are the basis of a healthy lifestyle, activities should be aimed at creating conditions for physical education and sports and increasing its accessibility.

Investments in preserving human capital, health, extending working age and improving the quality of life have a direct impact on the effectiveness of existing and future investments in education, science, culture and production.

An important condition for the development of human potential is the creation of comfortable living conditions, which consists of housing conditions (housing affordability, high-quality provision of housing and communal services), ecology, life safety, personal security (law and order, protecting the interests of citizens, protection from emergencies, safety in household conditions), social protection (availability of social guarantees).