- The authors:
Olesya V. Shirokova,
Danil P. Makhnitskiy - Pages: 756-762
- Section: INTERCULTURAL COMMUNICATION, DIGITAL EDUCATION AND SOCIAL ENVIRONMENT
- URL: http://conferences-ifl.rudn.ru/2686-8199-2020-7-756-762/
- DOI: 10.22363/2686-8199-2020-7-756-762
The Covid-19 pandemic has led to a serious change in labor organization processes all over the world. Russian organizations, public and private, in various lines of activity, were no exception, actively making use of and adapting new tools and formats of work activity under epidemiological restrictions. In particular, hybrid employment became one of such tools. The aim of this essay is a thorough analysis of hybrid employment, and the substantiation of the possibility of its continuation after the end of the Covid-19 pandemic in order to form an attractive image for Russian government service.
In our research we employed a SWOT analysis of this particular tool, studied the changes introduced into the legislation of the Russian Federation regarding the character of the labor organization, and determined hybrid employment’s place in the motivational and general systems of management for governmental organs.
In addition, in the preparation of this article, 83 federal and regional government civil servants were polled about the effectiveness of the organization of a remote workplace by organs of the government of the Russian Federation during the Covid-19 pandemic.
The data obtained through our polling and research allow for the following assertions:
― over the course of the Covid-19 pandemic, a desire for change in work structure and the implementation of new tools developed within the professional community of Russian state servants;
― hybrid employment is on the list of tools that government civil servants want to see introduced, and the practical implementation of this tool in Russian institutions will not meet substantial legislative restrictions or organizational and technical difficulties;
― hybrid employment as a workforce tool could serve as a motivating factor for the retainment of those that already work in the state organs, and also as an advantage in the choice-making process for candidates searching for a future place of work.
Keywords: civil service, motivation, combined employment, post-Soviet generations
Olesya V. Shirokova1 , Danil P. Makhnitskiy2
Russian Presidential academy of national economy and public administration (RANEPA) Moscow, Russia
¹ e-mail: ov.shirokova@igsu.ru
² e-mail: d.makhn@ya.ru
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