The article highlights the problems of labor market formation in the Caspian regions, risks and threats to personnel security, which is undoubtedly relevant at the current stage of the country's economic development.
The main focus of the article is on the consideration of mechanisms for solving the problems of ensuring personnel security, one of which is the implementation of national projects.
The article presents the results of a theoretical review, during which the essence of personnel security in the economic security system of the region is determined and the opinions of scientists on the results of national projects at the first stage of their implementation are reviewed. The results of the analysis of personnel security indicators are presented, the main risks and threats are identified. The main directions of reducing threats to personnel security within the framework of the national project «Personnel» are proposed.

The author’s research is based on the need to use digital platforms at the local level in the interaction of local authorities and the population. Modern scientists are conducting theoretical studies of the field of digitalization. The purpose of the article is to show the need to apply modern processes in the implementation of new technologies. The article is based on the collection and processing of available data. Based on the tasks set, an approximate theory of the digitalization of society is being developed. Examples of large cities using digital platforms are given. The main focus is on studying the official websites of the administrations of large cities. The author adheres to the need to develop his own digital platform for the Perm city website.

The article is devoted to a comprehensive assessment of the tourist and recreational potential of the Lagan District of the Kalmyk Republic, a unique territory with access to the Caspian Sea. The paper provides a detailed analysis of the key resources of the territory, including natural resources (lotus fields and the Caspian Sea), cultural and religious resources (the largest statue of Buddha Maitreya in Europe and Buddhist temples), and event resources (the Lotus Festival and gastronomic festivals). Based on statistical data and monitoring, the article provides a characterization of the tourist flow, including its seasonality, geography, and socio-demographic profile.
Special attention is paid to the analysis of the existing infrastructure (accommodation facilities, public catering, and transport), as well as to identifying systemic problems that hinder the development of the tourism industry. These include the lack of sufficient and competitive collective accommodation facilities, the deterioration of the material base, the weak development of the road network, and the insufficient promotion of the territory. The paper concludes that a comprehensive approach and public-private partnership mechanisms are necessary to translate the vast potential of the Lagansky District into sustainable socioeconomic development.

The article provides a comprehensive analysis of the development of the small and medium-sized enterprises (SMEs) sector in the Republic of Kalmykia. Using statistical data from the Federal Tax Service and Rosstat for 2020–2025, quantitative and structural changes in the sector, including the dynamics of the number of entities, their turnover and employment, are examined.
Special attention is paid to the phenomenon of a sharp increase in entrepreneurial activity («Kalmyk Miracle») and the factors that caused it, among which regional tax incentives played a key role. Based on surveys of entrepreneurs, the main administrative, financial and infrastructural barriers are identified. In conclusion, directions for improving regional policy are proposed, including the development of property and information support.

Humanity faces enormous challenges, the solution of which relies on the further implementation of artificial intelligence and the development of digital technologies. At the state level, projects are being adopted to advance digitalization in various areas. It’s worth noting that the development of a new type of digital workforce is considered an important area. All governance institutions, many areas of business, and so on are today impossible without the use of artificial intelligence, machine learning, people data, and big data, which, of course, influence the success of all areas of our society.

Modern telecommunications companies operate in conditions of high technological dynamics, constant innovation and increasing competition, which creates increased demands on staff competencies and necessitates systematic corporate training. Changing technologies, integration of digital services and automation of business processes create complex challenges for human capital management, which makes corporate training a strategically important tool for increasing the adaptability and competitiveness of an organization.
The purpose of the article is to systematize existing theoretical and methodological approaches to evaluating the effectiveness of corporate training based on HR analytics, as well as to substantiate the role of analytical tools to improve the quality of management decisions and strategic personnel development. The key models of corporate learning assessment are considered, including the D. Kirkpatrick level model, J. ROI methodology. Phillips and the Berson impact model, the classification of HR metrics was carried out and the possibilities of their application in the analytical support of personnel management were investigated. Special attention is paid to the integration of digital HR data, predictive models and the integrated use of qualitative and quantitative assessment methods.
The scientific novelty of the research lies in the substantiation of a theoretical model of integrated assessment of corporate training based on the synthesis of classical approaches and modern analytical tools. The presented results can serve as a basis for the development of methodological recommendations for the implementation of HR analytics in corporate training, improving the effectiveness of educational programs and strategic development of human capital in telecommunications and other high-tech industries.

In today’s highly competitive and turbulent environment, a key management task is developing a workforce capable of not only achieving operational goals but also ensuring the company’s sustainable development in the competitive environment. Addressing this challenge requires a clear understanding of the concept of “staff competitiveness.” In this study, staff competitiveness is defined as the integrative ability of employees to effectively achieve the company’s strategic and tactical goals, thereby ensuring its current effectiveness and long-term development in competition with other market participants.

This article examines the integration of HR-Tech solutions into an organization’s human capital management system, driven by a combination of technological, economic, and institutional factors radically changing HR management practices in private and public sector organizations. In the context of the digital transformation of the economy, human capital is a key source of sustainable development and competitive advantage. However, traditional HR management models, based on paper-based document management, fragmented information systems, and expert-intuitive solutions, no longer provide the required flexibility, transparency, and effectiveness. The development of the HR-Tech market – specialized digital solutions for personnel management (HRM platforms, recruitment and assessment systems, training platforms, HR analytics, employee engagement and self-service services) – creates fundamentally new opportunities for building human capital management as an end-to-end process, data-driven, and integrated with organizational development goals.