Since January 2019, retirement age in the Russian Federation will be gradually raised. Over the next ten years, the retirement age will be raised by five years to 60 years for women and 65 years for men. The Russian labor market is characterized by a fairly high level of ageism, manifested in the reluctance of employers to hire people older than 40-45 years, to train and promote workers of pre-retirement age. The decrease in the number of young generations and the increase in the proportion of older people actualize the tasks of working with aged personnel. Given these circumstances, organizations will respond to external challenges, adapting their personnel policies to new realities. The aim of this work is to identify the willingness of organizations to employ older workers in terms of pension reform in Russia, and determine how to change HR practices in these conditions. The paper consists of two parts. In the first part, authors analyze the trends associated with the increasing share of older generations on the Russian labor market and the qualitative characteristics of this group of workers. The information base is the Russian Federal State Statistics Service microdata (labor force survey) and the Russian Longitudinal Monitoring Survey. Based on this, there are made conclusions about the segments of employment of pre-retirement age workers (50 years for women and 55 years for men) in the labor market and their competitiveness. The second part of the paper presents results of expert survey of heads of HR-activities of 38 organizations of a large Russian city on the need and opportunities to expand the use of the labor of pre-retirement age workers, including the transformation of personnel management technologies to new realities: possibility and conditions of using attractive for older workers working hours; willingness of employers to participate in the training of personnel of pre-retirement age and conditions of investment in their human capital; changes in the practices of recruitment, adaptation and release of personnel, taking into account changes in the Russian legislation. The main results of the study: organizations operating in highly competitive markets and facing a shortage of personnel, demonstrate a willingness to expand the use of older workers’ labor and adapt the existing HR practices to them.However, most employers are not yet ready to change their personnel practices and adapt them to the increase in the older labor force in the labor market. To support older workers in the labor market there is required the elaboration of state programs for the adaptation of employees of pre-retirement age in the labor market.

中文翻译：

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战略性人员管理：俄罗斯退休年龄改革的背景

自2019年1月起，俄罗斯联邦的退休年龄将逐步提高。在接下来的十年中，女性的退休年龄将提高五年，男性达到60岁，男性达到65岁。俄罗斯劳动力市场的特征是相当高的年龄歧视，表现为雇主不愿雇用40-45岁的人来培训和晋升退休前年龄的工人。年轻一代人数的减少和老年人比例的增加实现了与老年人员一起工作的任务。在这种情况下，组织将应对外部挑战，使其人事政策适应新的现实。这项工作的目的是确定组织愿意在俄罗斯的养老金改革方面聘用老年工人，并确定在这些情况下如何更改人力资源实践。本文由两部分组成。在第一部分中，作者分析了与老一辈人在俄罗斯劳动力市场上所占份额增加相关的趋势，以及该群体工人的质素特征。该信息库是俄罗斯联邦国家统计局的微数据（劳动力调查）和俄罗斯纵向监测调查。在此基础上，得出了有关劳动力市场上退休前年龄工人的就业类别（女性为50岁，男性为55岁）的结论。本文的第二部分介绍了对俄罗斯一个大城市的38个组织的人力资源活动负责人进行的专家调查的结果，这些调查涉及扩大退休前年龄的劳动者的需求和机会，包括将人事管理技术转变为新的现实：使用吸引年长工人工作时间的可能性和条件；雇主愿意参加对退休年龄人员和人力资本投资条件的培训；考虑到俄罗斯法律的变化，人员招募，适应和释放的做法发生了变化。这项研究的主要结果是：在竞争激烈的市场中运营且面临人员短缺的组织表明愿意扩大对老年工人的使用，并愿意将现有的人力资源管理方法适应于他们。然而，大多数雇主尚未准备好改变他们的人员习惯，使他们适应劳动力市场中老龄劳动力的增加。