Key Causes of Workforce Shortages in the Russia’s Public Sector and Human Resource Management
https://doi.org/10.26794/2304-022X-2025-15-4-150-160
Abstract
The purpose of this study is to provide a comprehensive analysis of the personnel shortage problem in Russia’s public sector. Based on statistical data from the Federal State Statistics Service (Rosstat) and materials from recent academic publications, the key causes and factors behind the imbalance of labor resources in the social sector of the national economy are identified. A detailed analysis of the dynamics of public sector wages in comparison with the national average has been conducted, as well as an examination of the main trends in employment numbers. Special attention is given to the issue of precarious employment in the public sector, manifested in unstable labor relations, excessive workload, and lack of social guarantees. A direct correlation is revealed between low wage levels, high workloads, and staff shortages. From a managerial perspective, practical recommendations are proposed to overcome the personnel imbalance in the public sector. These include improving the wage system, optimizing workloads, and developing human resource planning under current conditions. The findings of the study may be useful for the heads of public institutions and government authorities responsible for implementing personnel policy in the Russian Federation.
About the Author
N. K. Ovchinnikov
Financial University under the Government of the Russian Federation
Russian Federation
Russian Federation
Nikita K. Ovchinnikov – Head of the Public Relations Department; Postgraduate student at the Department of Psychology and Human Capital Development, intern Researcher at the Institute of Humanitarian Technologies and Social Engineering, Faculty of Social Sciences and
Mass Communications
Moscow
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Review
For citations:
Ovchinnikov N.K. Key Causes of Workforce Shortages in the Russia’s Public Sector and Human Resource Management. Management Sciences. 2025;15(4):150-160. (In Russ.) https://doi.org/10.26794/2304-022X-2025-15-4-150-160
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