Шершень И. В.

Relevance of the topic. Currently, creative industries are actively developing, receiving government support and growing investor interest, due to high demand from society for goods and services in the creative spheres (culture, tourism, recreation and entertainment, gastronomy, etc.). The Russian "Atlas of New Professions" is replete with favorable forecasts regarding the expansion of the range of sought-after professional competencies of a creative nature. Since in modern society it is not so much material goods that are significant, but rather the emotions and memories of the experience experienced from interacting with these goods, the creative industries, "sharpened" on the formation of a positive mood, vivid images and meanings, the generation of positively colored emotions by consumers, found themselves at the epicenter of the current currents of the world economy. Target. Consideration of the conceptual basis of the experience economy and determination of directions for the development of creative industries in the context of this theory. Methodology. During the research, methods of systemic, comparative, logical, economic-statistical, cluster and cause-and-effect analysis were used. Results and conclusions. At the present stage of the evolution of society's interests, organizations in the creative sphere need to abandon traditional relationships between companies and clients and focus on directing impressions, consciously creating complete theatrical images and memorable memories among consumers. Accelerated digitalization, trends of glam capitalism and other factors noted in the article influence the trajectory and preferred areas of development of creative industries. The main vector of development of creative industries officially declared in the world community is currently defined as cross-innovation and sustainable development. Application area. Creative industries.

Relevance of the topic. The problem of professional adaptation of public civil servants is one of the key ones in the public administration system, since the results of the implementation of national programs and projects depend on the success of its solution. The dynamism of socio-economic processes in modern Russian society necessitates a flexible response of the executive branch to external challenges, the ability to quickly adapt to changes and make informed rational decisions in the face of uncertainty. Target. Review of problems in the management of professional adaptation of civil servants, identification of directions for their solution and proposal of recommendations for improving adaptation processes in the personnel management of the state civil service at the regional level. Methodology. In the process of research, methods of systemic, comparative, logical, factorial, economicstatistical, cluster, cause-and-effect analysis were used. Results and conclusions. The process of adaptation of employees is greatly influenced by the organizational culture of the structure of the civil service, which transmits value orientations, sets the vector of motivation and contributes to the formation of professional identity. The existing organizational support for the adaptation process needs the introduction of new tools and activities to accompany the adaptation process. The introduction of an assessment center, a model of the adaptation management process and the formation of a professionally oriented information and educational environment will contribute to the improvement of adaptation processes in the civil service system. Application area. The system of state civil service at the regional level.

Motivation plays a significant role in the process of professional adaptation of civil servants. The study of motivational factors of persons planning a career in the civil service structure who previously did not have the status of officials made it possible to clarify their motivational expectations and compare them with the motivational factors of civil servants undergoing the stage of secondary adaptation, i.e., who have undergone dynamic changes in their careers directly in the structure of the civil service. The imperfection of existing motivational programs actualizes the problems of operational solutions to issues of transparency of personnel management, remuneration not only in the long term (for years of service) and digitalization of work processes to optimize document flow.

Trends in the globalization of the economy, as well as the current epidemiological crisis, have caused a stir in the discussion of the topic of remote work. The article discusses the key problems of adaptation of employees who have chosen freelance or remote form of activity in the organization; a multi - level model of adaptation of a remote worker is presented, including levels: individual and two institutional: the level of educational organizations and the level of the employing organization. Recommendations for the management of distributed teams are formulated, aimed at maintaining and optimizing the adaptation processes of remote workers.

The organization of labor activity in the form of free employment is widespread in foreign practice and gradually covers the Russian labor market. The preference for this form of labor relations in comparison with the traditional one entails significant risks for the employee (difficult income forecasting, income irregularity, lack of social benefits and benefits of corporate culture, etc.), which determines the need to study the employee’s adaptation to free employment conditions and the development of adaptation mechanisms taking into account new organizational, economic and psychological factors characteristic of remote working conditions. The article discusses the problems that are relevant when adapting workers to free employment conditions, characteristic of foreign practice. The analysis of the experience of their resolution will partially allow avoiding conflicts of interests in the process of large scale spread of the gig economy model in our country.

The process of professional adaptation of cadets and young specialists in units subordinated to the Ministry of Emergencies has specifics, due to the nature of the rescuers and the professional culture of the Ministry of Emergencies. The article discusses the main directions of the professional adaptation management program for cadets and young professionals. This program was developed and tested at the Voronezh Institute of the State Fire Service of the Russian Emergencies Ministry (currently a branch of the Ivanovo Fire and Rescue Academy). The use of assessment center is proposed as an effective method for determining professional readiness and the level of development of professionally significant personal characteristics. The circle of organizational measures and recommendations on the support and monitoring of the results of professional adaptation of cadets and young specialists of the Ministry of Emergencies of Russia.

The spread of distance activities contributes to the gradual transformation of the nature of labor relations, as it modifies management processes in general, and also makes adjustments to the social sphere of the lives of workers and employers. The Gig economy model assumes flexible employment of personnel of organizations, outsourcing projects, popularizing freelance and using digital platforms, as a result of which it is necessary to correct traditional ones and develop new approaches to organizing labor. The article discusses the main trends of the global market for remote labor, outlines the range of problems in the organization of remote activity, and also analyzes the remuneration of remote workers.

Current trends in the development of the world economy suggest the expansion of the range of opportunities for using remote labor, and, accordingly, a tremendous increase in the number of teleworkers. Gig-economy, based on the concept of free employment and the introduction of digital platforms, forces to rethink the traditional and look for new approaches to the organization of work in the conditions of distance activities. The article discusses conceptual issues of remote work preferences, as well as common forms of remote activity organization.