Strategic Decision in Personnel Management in the Context of Retirement Age Reform in Russia

Abstract

Since 2019 in the Russian Federation is a smooth increase in the retirement age. Over the next ten years, the
retirement age will be raised by five years to 60 years for women and 65 years for men. A feature of the Russian labor
market is a fairly high level of ageism, manifested in the reluctance of employers to hire people older than 40-45 years,
to train and promote workers of pre-retirement age.
The decrease in the number of young generations and the increase in the proportion of older people actualize the tasks
of working with aged personnel. Given these circumstances, organizations will respond to external challenges,
adapting their personnel policies to new realities.
The paper consists of two parts. In the first part authors analyze the trends associated with increasing share of older
generations in the Russian labor market and the qualitative characteristics of this group of workers. The information
base is Russian Federal State Statistics Service microdata (labor force survey) and Russian Longitudinal Monitoring
Survey. On the basis of this there are made conclusions about the segments of employment of pre-retirement age
workers (50 years for women and 55 years for men) in the labor market and their competitiveness.
The second part of the paper presents results of the author's expert survey of employers on the need and opportunities
to expand the use of labor of pre-retirement age workers, including transformation of personnel management
technologies to new realities:
- possibility and conditions of using attractive for older workers working hours;
- willingness of employers to participate in the training of personnel of pre-retirement age and conditions of
investment in their human capital;
- changes in the practices of recruitment, adaptation and release of personnel, taking into account changes in the
Russian legislation.
In general, stereotypes about the quality of the labor force of workers of pre-retirement age are still visible. In these
circumstances, we should expect potential problems with the protection of the interests of workers of pre-retirement
age, seek flexible incentives for employers and develop state programs for the adaptation of persons of pre-retirement
age in the labor market.