The effectiveness of labor migration policy is usually assessed based on quantitative indicators: how many permits have been issued, how many patents have been processed, and how well the quota has been met. This approach measures the administrative process rather than the outcome for the economy of the host region. The work is devoted to a methodological approach that distinguishes between two different questions: whether the worker has been recruited and whether the real labor demand of the industry has been met. The analysis is based on data from Rosstat on the labor market, materials from the Ministry of Labor on the quotaing of foreign workers, regional regulations on restrictions on the employment of migrants, and publications from 2024–2026 on the mechanism of organized recruitment. The author believes that an increase in the number of arriving migrants does not equate to solving the staff shortage if the newcomer does not stay in the job for longer than a season or turns to informal employment. The following assessment criteria have been proposed: the compliance of the structure of the recruited workers with the declared shortage by industry, the share of actual retention by the employer, the dynamics of regional restrictions and their impact on the redistribution of flows between entities. The gap between the official quota and its actual implementation is considered separately; in practice, it rarely reaches the full volume — on average, about 60%. The result of the work is intended for the revision of regional programs for attracting foreign labour.

Labor organization at enterprises is rarely measured systematically. More often, formal inspections of working conditions are used, neglecting other process elements. This study explores a methodological approach to comprehensively assessing labor organization, combining quantitative coefficients and qualitative expert assessment. A specialized assessment of working conditions covers only one aspect of the assessment–hygienic factors and injury safety–leaving aside the division of labor, workplace equipment, and work time utilization. The objective of this study is to substantiate an integrated methodological approach that combines the classical system of coefficients developed by the Research Institute of Labor with modern practices in industrial diagnostics. This paper analyzes the experience of diagnosing production systems using large industrial companies as examples, where assessment is conducted through a comprehensive checklist, gemba tour, and interviews with employees at all levels. It is demonstrated that the integral coefficient of labor organization, calculated as the geometric mean of individual indicators, remains a useful tool but requires supplementation with qualitative criteria for process maturity. A comprehensive diagnostic framework has been developed, including three sets of indicators: technical and organizational, working conditions, and employee engagement. The novelty of the results lies in the integration of disparate methodologies–specific assessment of working conditions, coefficient analysis, and expert diagnostics — into a single sequence of actions. The results are applicable to the development of an internal labor management audit system at industrial enterprises.

A product with no direct analogues enters a market where the product category itself does not yet exist. That situation is the subject of this work. It rests on a structured analytical review and a conceptual synthesis of publications on innovation commercialization, disruptive technologies, patenting, market legitimation, and the reduction of consumer uncertainty. The material is Russian Federation Patent No. 2638314 C2 «Device for Storage of Field Crop or Horticultural Products». The analysis shows that the commercial outcome of an engineering innovation depends on the technological novelty of the product and on whether the company can simultaneously create new user value, remove distrust toward the technology, and ensure the reproducibility of the production solution. Removing a systemic drawback of earlier structures can give rise to an independent market category and change the model of consumer perception. Patenting operates here in two modes at once, legal and market: it confirms the technical viability of the development and lowers barriers to innovation adoption. The result is a model of market introduction in which engineering reconfiguration, patent legitimation, market adaptation, partnership — based scaling, and the formation of a new operational standard follow one another. Commercialization of a product without analogues emerges as the simultaneous development of technology, trust mechanisms, and a new model of market perception.

The digital transformation of auditing is increasingly limited to the introduction of a separate software product and increasingly affects the architecture of the audit assignment, evidentiary requirements, professional judgment and quality management system. The subject of the study is organizational and methodological tools that provide control over data analysis, automated tools and artificial intelligence in the audit. Methods of systematization of scientific literature, comparative analysis, competence modeling and process design were used. A competency risk–oriented model is proposed, combining a four–level matrix of digital roles, a modular ladder of professional development, a closed cycle of digital competency management and a diagnostic index of the technological readiness of the audit. The scientific novelty consists in transferring the digitalization assessment unit from the fact of introducing the technology to the confirmed ability of the auditor to perform a professional task, critically check the technological result and document it reproducibly. The practical significance of the model lies in the ability to use it in the formation of training programs, admission of employees to digital tools, quality monitoring and planning of digitalization of business processes of the audit organization.

This study examines the development of professional competencies among test engineers at mechanical engineering enterprises. Two–thirds of organizations in the industry reported a shortage of engineering and technical personnel in 2025, with this figure reaching 75 percent in vehicle manufacturing. The aim of this study is to substantiate a competency–based approach as a tool for aligning specialist training with the requirements of testing facilities. To this end, professional standards for testing activities in the rocket and space industries, automotive manufacturing, and nuclear energy were analyzed, and the job functions and qualification requirements outlined therein were compared. The statistical base was comprised of data from the HSE ISSEK Digital Business Transformation Monitoring Survey for 2025, which covered 1,700 mechanical engineering organizations. Only a third of specialists engaged in development and production possess the competencies sufficient to master new digital technologies across all stages of the production process. The author has developed a classification of professional competencies for test engineers–technical, methodological, and digital groups — linked to the stages of their development. The novelty of the results lies in identifying competencies specific to testing activities and linking these competencies to product quality indicators. Analysis shows that transitioning to a competency–based training model shortens graduate adaptation time in test production and reduces employer costs for continuing education. The results are applicable to the design of engineering training programs for mechanical engineering companies.

The article examines the theoretical and organizational and managerial foundations of the formation of the ecosystem of the silver economy in the creative industries. The relevance of the study is due to the demographic aging of the population, the expansion of the economic potential of older age groups and the growing role of the creative economy. The content of the ecosystem of the silver economy in the creative industries is clarified, the composition of its main subjects is determined, their functions and mechanisms of interaction are revealed. The author’s management model is proposed, which includes target, subject, resource, organizational, instrumental, process and effective blocks. The main directions of the ecosystem functioning have been identified: the development of silver employment, entrepreneurship, education, digital inclusion, intergenerational mentoring and the commercialization of creative products. The indicators for assessing the organizational, economic, competence and social effectiveness of the model are formulated.

The article examines the features of motivation of employees of older age groups for professional retraining in the context of digitalization, automation and the introduction of artificial intelligence. The relevance of the study is due to the simultaneous impact of two processes: the aging of the workforce and the acceleration of technological changes, as a result of which the content of professional activity is updated faster than traditional training mechanisms are being formed. The purpose of the article is to substantiate the factors and organizational and pedagogical conditions that determine the willingness of employees of older age groups to master new types of professional activities. The author’s motivation model is proposed, which includes the contours of professional meaning, recognition of experience, educational safety, practical development, organizational support and professional transfer. It is concluded that there is a need to move from a unified learning model to an age–inclusive system of professional retraining.

The impact of the economy on demographics is usually examined through individual measures: cash payments, mortgage programs, employment support, and healthcare spending, this approach loses the main point: a single measure may be beneficial, yet fail to address the root cause of demographic changes in a particular region. This work is devoted to identifying a framework that allows us to match an economic instrument with the nature of regional demographic risks. The analysis is based on data from Rosstat, the provisions of the federal strategy for family and demographic policy, and publications about Russian regions for 2017–2025. Income, employment, housing, medical care, and social services are considered not as a general list of factors, but as different conditions influencing the population’s decision–making. For migration, available jobs and the cost of living are significant; for having children — a combination of income, housing, and the ability to maintain employment; for mortality — the timeliness and accessibility of care. The author assumes that expanding the list of benefits without prior diagnostics of the territory is not optimization. An analysis procedure is proposed: identify the predominant demographic change, establish the associated economic constraint, select a measure, and assess its effect within a timeframe appropriate to the nature of the process. The result of the work can be used when reviewing regional programs.

This article analyzes the modern organizational and economic aspects of preventing and combating corruption, which should be based on the development of financial control mechanisms, internal audit, and budgetary efficiency monitoring. The end result of implementing such measures is increased transparency in public procurement, optimization of budget planning processes, and a reduction in the likelihood of corruption. The article examines, for example, the specifics of using digital technologies to ensure transparency of public services and the automation of decision–making processes.

This article examines anti–corruption policy, which is currently focused solely on departmental mechanisms and, due to a number of circumstances, inevitably reaches its limits. No matter how sophisticated the regulatory framework for combating corruption, without the involvement of citizens, businesses, the expert community, and the media, the system loses the crucial resource of being able to see the problem through the eyes of those for whom the state apparatus exists.

The article provides general recommendations for developing anti–corruption control by engaging business entities and public organizations and improving the quality of anti–corruption education.

Occupational mobility varies unevenly across demographic groups, and this unevenness is rarely the subject of separate analysis. This study examines the impact of age, gender, and education level on the population’s propensity to change professions and positions. Surveys conducted in 2026 show that 26–28 percent of Russians under 35 have changed professions, compared to only 20 percent of those over 45. Those with secondary vocational education are more likely to retrain than those with higher education. The aim of this study is to assess how each of the three demographic factors, independently and in combination, determines occupational mobility. The empirical base is data from the Russian Longitudinal Monitoring Survey (LMS) of the HSE and labor market surveys from 2016 to 2026. It was shown that men have a higher chance of finding a job and advancing within a company than women, and higher education increases employment chances by almost two and a half times. The impact of education on mobility was found to be heterogeneous across types of mobility — i t is significant for vertical growth and almost insignificant for horizontal occupational change. The novelty of the results lies in the integration of disparate empirical data on three factors into a single comparative picture, taking into account the type of mobility. The results are applicable to the development of employment promotion programs for different demographic groups.