Comparative analysis of developing traditional and platform employment relations

Platform employment covers an increasing proportion of the population. What are its modern features? What are the common features and differences compared to traditional employment? What changes are possible and necessary in the future? The purpose of this article is to determine the directions of their evolution in traditional and platform forms of interaction based on a comparative analysis of developing the relations between employees and employers. Research methodology: institutional and post–Keynesian approaches, theories of personnel management – concepts of scientific management, administrative, human resources and relations, behavioral, human. The methods used are comparative analysis, statistical data processing and interviews. This made it possible to define criteria for comparing traditional and platform employment relationships. These include the legal status of performers, social guarantees, labor incentives, and institutional forms of protection. A common feature is the convergence of forms of regulation of the types of employment under consideration. The difference lies in a greater flexibility and riskiness of platform employment compared to traditional employment. This determines the attractiveness of interaction with labor digital platforms (LDP) which is a new kind of social institutions involved in the process of expanding social responsibility. The implementation of modern theories of personnel management in the traditional sector of the economy has led to forming a new type of an employee. Its LDF are growing creativity, initiative, and risk-taking. The number of people interested in self-provision of works and services is increasing. The shopping centers have created additional opportunities for this. The trends in the development of traditional and platform employment coincide. For platform employment, the deadlines for their implementation are shorter. To solve the social problems of individuals, it is necessary to preserve institutional approaches to employment relations. The article offers practical recommendations to resolve this contradiction in each of the criteria for comparing traditional and platform employment.

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