Volume 03 Issue 01-2023
32
International Journal Of Management And Economics Fundamental
(ISSN
–
2771-2257)
VOLUME
03
I
SSUE
01
Pages:
32
-35
SJIF
I
MPACT
FACTOR
(2021:
5.
705
)
(2022:
5.
705
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
ABSTRACT
The article examines the emergence of new forms of employment, which¬is caused by innovative processes and the
transformation of the economy as a whole. It is shown that the spread of new forms of employment in the context of
the formation of a new technological order is a manifestation of the digital transformation of the economy and at the
same time acts as a response to the economic crisis caused by the obsolescence¬of outgoing industries due to the
gradual exhaustion of their efficiency. The transition to the digital economy is a natural process and requires
modernization of employment. The article¬examines the positive and negative consequences of such a transition for
the labor market.
KEYWORDS
Employment, virtual employment, innovative development, digital¬economy, problems of labor market
development, mobility, information and computer technologies, forms of employment, social factors.
INTRODUCTION
Research Article
DEVELOPMENT OF NEW FORMS OF EMPLOYMENT IN THE DIGITAL
ECONOMY
Submission Date:
January 20, 2023,
Accepted Date:
January 25, 2023,
Published Date:
January 30, 2023
Crossref doi:
https://doi.org/10.37547/ijmef/Volume03Issue01-05
B. B. Adilov
National University Of Uzbekistan Assistant Professor Of The Department «Regional Economics And
Management» Candidate Of Economic Sciences Doctor Of Science, Uzbekistan
B. S. Kadirov
2nd Year Master's Degree, 5a231601-
Сspecialty Human Resources Management
, Uzbekistan
Journal
Website:
https://theusajournals.
com/index.php/ijmef
Copyright:
Original
content from this work
may be used under the
terms of the creative
commons
attributes
4.0 licence.
Volume 03 Issue 01-2023
33
International Journal Of Management And Economics Fundamental
(ISSN
–
2771-2257)
VOLUME
03
I
SSUE
01
Pages:
32
-35
SJIF
I
MPACT
FACTOR
(2021:
5.
705
)
(2022:
5.
705
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
The labor market is affected by many factors-
economic, political,-technological, social, natural,
demographic, and others. When analyzing processes in
individual segments of this market and general trends
in its development, it is important to take into account
the complex nature¬of the relationship between these
factors. Their combined action changes not only the
volume indicators of supply and demand in the labor
market, but also the quality of the labor force, the
forms and content of labor¬processes. In January-June
2022, the number of labor resources in the Republic of
Uzbekistan amounted to 19,453. 3 thousand people.
Compared to the corresponding period last year, this
indicator increased by 0.8 %.
At the same time, it should be assumed that the
concept of "new forms of employment" is relative,
since the degree of novelty of certain forms of
employment may vary from country to country. In the
context¬of this study, it is logical to assume that it
depends, in particular, on the speed of transition of the
national economy to the rails of post-industrial
development, the implementation of advanced
scientific¬and technical achievements in the field of
production. For some categories of citizens, new forms
of employment,¬despite the relatively low level of
social guarantees, are practically an alternative
employment opportunity. The term "new forms of
employment" seems preferable¬to "non-standard
employment". The latter covers a wide range of forms
of traditional employment, such as temporary and
casual work, home work, self-employment, and others.
Innovative development of the economy implies the
emergence
of
new
non-standard
forms
of¬employment, each of which has its own
characteristics and rationality of application:
Informal employment. It differs in that the
employment relationship is concluded only orally,
without being sealed by a contract. The spread of
informal employment has a negative impact on
innovation development, as it restricts the State's
ability to implement effective employment policies, as
well as detains workers in informal industries. The
employee does not have social protection, as well as
career prospects, in addition, he can¬lose his job at any
time.
Virtual employment. It is carried out through the use of
information technologies when an employee is
removed from the office. The employee's income
increases due to savings on office work costs. This type
of employment is innovative, as the result of applying
the labor force is presented in digital form. However,
the development of human capital decreases, which is
possible in this case only within the framework of self-
development and distance learning. In other words,
the¬personal qualities of employees, such as self-
control and self¬-learning, are of great importance.
Part-time employment. This form of employment will
unite employees whose work schedule is below the
normal value. The employer should strive to maximize
profits while minimizing costs. The formation of
innovative behavior does not occur, since the labor
force may gradually move beyond the corporate
culture. At the same time, there is an increasing
opportunity for increasing labor mobility, including for
working in several enterprises, which contributes to
expanding one's horizons and gaining more practical
experience.
Self-employment. The nature of self-employment
implies the application of labor on the personal
initiative of the employee. If there is a direct
relationship between the growth of entrepreneurial
activity and the creation of innovations and an
effective state employment policy, this form of
employment has a great innovation potential.
Volume 03 Issue 01-2023
34
International Journal Of Management And Economics Fundamental
(ISSN
–
2771-2257)
VOLUME
03
I
SSUE
01
Pages:
32
-35
SJIF
I
MPACT
FACTOR
(2021:
5.
705
)
(2022:
5.
705
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
Temporary employment. It is characterized by setting
a limited period of time or¬achieving a result. The
experience of extending this form of employment to
innovative¬enterprises proves its effectiveness in
maximizing the use of human capital in¬the presence
of a motivation system. A competent employment
policy can compensate¬for the employee's uncertainty
in the future by investing in its development.
Increasingly, various combinations of non-traditional
forms of employment are used in practice,¬which
complement each other and compensate for the socio-
economic costs of their use. Thus, non-standard
employment can have an impact on innovative
development, which is based on reorienting the
interests of employees to achieve short-term goals,
while blurring intra-organizational relations, reducing
costs and increasing employee motivation. The
greatest innovative potential is provided by virtual
remote employment, which allows employees and
employers to interact on a global network and¬get
work results there.
Labor resources in the evolution of scientific and
technological progress and innovative¬development
act as carriers of knowledge, which, when used,
become a separate means¬of production. The
innovative type of employment is inherent in the
system of public relations regarding the inclusion of
labor resources in knowledge-intensive production
processes
related
to
the
development
of
innovative¬potential and stimulating innovative
behavior. These relations are built against the
background of¬the emergence of new forms of social
production that offer qualitatively new products and
services on the market. The innovative potential of
employees implies the ability of subjects of labor
relations to quickly and adequately respond to the
nature of these relations, as well¬as independently
make effective and non-standard decisions, implement
them in production processes in a rapidly changing
technical and economic environment.
The economy's focus on digital development leads to
the reduction and further disappearance of such
specialties as accountant, lawyer, and bank operator.
Computers are gaining more and more opportunities,
and with the development of artificial intelligence,
they can completely replace personnel. Internet
banking,
e-government,¬automatic
accounting
programs, self-service points in the field of food,
transport, etc. are already becoming widespread.
Rapid response to technological challenges can
offset¬the impact of these changes through training
and retraining of employees.
Automation and robotization of production processes
will undoubtedly lead to an increase in unemployment,
so it is already important to think through effective
employment policies. However,¬such professions as
engineers, actors, teachers, managers, and social
workers cannot¬yet be replaced by robots. Such
activities require a high level of human capital, which
consists not only in qualifications, but also in the
potential of people's knowledge and skills. Human-
capital is becoming the most important resource for
economic growth. The innovative orientation of the
economy implies combining material resources with
intellectual ones.
Creative thinking, the ability to react quickly to
changing external conditions, and computational
abilities are the most necessary qualities of personnel
in the twenty-first century. The organization of work
should include a broad network exchange of
experience and digital training techniques.¬Industrial
processes are more susceptible to robotization, so a
person is given a place in the areas of creativity,
Volume 03 Issue 01-2023
35
International Journal Of Management And Economics Fundamental
(ISSN
–
2771-2257)
VOLUME
03
I
SSUE
01
Pages:
32
-35
SJIF
I
MPACT
FACTOR
(2021:
5.
705
)
(2022:
5.
705
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
invention, programming, machine maintenance, etc.,
that is, work¬that requires a minimum of physical
strength.
The potential of Uzbekistan on the path of innovative
development is quite large. According¬to forecasts
made in the Digital Economy program, by 2024, about
40% of the population will have digital skills, and the
number
of
graduates
of
higher
educational¬institutions in the field of information
technology will reach 120-150-150 thousand people per
year. The Government has already developed a list of
priority specialties that¬are additionally funded by the
State and whose training is motivated by an
increased¬incentive
rate.
Priority
areas
are
nanotechnology, radio engineering, laser and
nuclear¬technologies,
information
security,
biochemistry, biophysics, computer science, etc.
Information is a product that needs to be serviced,
stored, and processed, so¬machines will not be able to
completely infect people, although they will cause the
extinction of some professions.
The main advantage of the transition to digital
technologies in the labor market economy is the
reduction of corruption opportunities. However, there
are also negative aspects. For example, the
transformation of the digital economy can lead to the
loss of national identity and alienation of people. The
human factor is not a negative indicator in all areas. For
Uzbekistan, regional policy still plays a huge role, since
now the regions are developed unevenly, and most
even fairly large cities are simply not ready to switch
to¬an innovative path of development.
Digital development of the economy and the
employment system is an inevitable process that will
significantly simplify communication links between the
state, entrepreneurs and employees¬. Training and
research opportunities will also be expanded, and new
business and manufacturing technologies will open up.
The labor market is quickly adapting to the new
direction, becoming more flexible and mobile, and,
therefore, will soon enter a¬completely new
innovative phase.
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