The strategies and practical approaches for socio-economic development are undergoing systemic changes under the influence of new developments in global economic systems and markets. The most significant factors influencing such changes are connected to the start of the Fourth Industrial Revolution (Industry 4.0), which is impacting all economic systems to a greater or lesser extent. The creation of the digital economy and transition to Industry 4.0 particularly increases the significance of hi-tech for socio-economic development. Secondly, there is now a transition underway from a period of unlimited globalization and comprehensive integration to more limited globalization and selective economic integration. The growing importance of regionalization on the global economic system is manifested in the formation and rapid development of new integration unions at the regional or country level (e.g., the EU and the EAEU), and company level (e.g., regional sectoral economic clusters, special economic areas, technological parks, and innovative networks). Thirdly, there's an urgent need for faster innovation, which leads to the formation of more innovative economies. The global financial crisis drew attention to the problems of managing sustainability and achieving balance in socio-economic development. The formation and exponential growth of the information society, based on digital technologies, is now stimulating the growth and significance of corporate social and environmental responsibility as a prerequisite for entrepreneurial success. Thus, the paradigm of socio-economic development is changing from absolute rationality (economic effectiveness) and stability - which has historically been associated with problems of stagnation - to responsibility (limited and socially-oriented rationality) and dynamism (quick innovative development based on leading technologies). This book aims to provide a scientific substantiation for this new paradigm.

This book explores discussions and practice around corporate governance in Russia from the early 1990s until 2018. It covers three major aspects of corporate governance theory and practice: a vision of corporate governance in Russia in the context of global trends and challenges, the general perception of corporate governance in Russia, and the real nature of Russia's corporate community from the viewpoint of its corporate governance practices. It provides a unique complex analysis and detailed description of how corporate governance has been perceived by both Russian regulators and the business community, and how it has been applied in Russian companies. This analysis covers the period of over 25 years: from early attempts at directing transfer and implanting the Western model of corporate governance to the nascent Russian big private business, up to the period of resurgence of the state as the dominant player both in Russian society and its economy at large. It gives an understanding of what corporate governance is in Russia in the days of "sovereign democracy" and confrontation with the West. It explains how cultural, political, economic and institutional factors have shaped corporate governance in Russia. The authors provide insights into such aspects of Russian corporate governance framework and practices as regulatory philosophy and enforcement, ownership structure, the role of the state, the impact of unfriendly domestic business climate, how the value of corporate governance is perceived in Russian context, etc. Predominantly, the book paints an interesting picture of how the "sovereign corporate governance" model has been shaped in Russia. This book will be useful not just for experts in corporate governance and investors, but also for those who have an interest in modern Russia at large.

Unlike Brazil, India, or China, prior to the beginning of market-oriented reforms in early 1990s, Russia maintained a high level of human capital and possessed a highly developed system of vocational education, continuous education, and management development institutions sponsored by the government. However, after the beginning of the market reforms many state-sponsored programs were disbanded and individual enterprises and newly emerging private educational institutions found themselves in a position of having to provide training and professional development services for future and current employees. Both government-level policies in support of HRD and enterprise-level HRD systems have emerged fairly recently in the Russian Federation, and are still in a stage of change and development. This book provides an in-depth analysis of the current state of HRD in the Russian Federation. It covers country-level policies, organizational-level programs and strategies, and individual-level educational and training efforts. While the study is focused on Russia, its conclusions will be of value to scholars, students, and practitioners examining similar issues surrounding the emergence and development of HRD systems in emerging countries. Furthermore, the authors' framework for analyzing HRD on multiple levels and across various parts of the adult and vocational education and development systems offers a unique and important contribution to the theoretical debate on comparative educational systems outside the HRD and HRM communities.

Unlike Brazil, India, or China, prior to the beginning of market-oriented reforms in early 1990s, Russia maintained a high level of human capital and possessed a highly developed system of vocational education, continuous education, and management development institutions sponsored by the government. However, after the beginning of the market reforms many state-sponsored programs were disbanded and individual enterprises and newly emerging private educational institutions found themselves in a position of having to provide training and professional development services for future and current employees. Both government-level policies in support of HRD and enterprise-level HRD systems have emerged fairly recently in the Russian Federation, and are still in a stage of change and development. This book provides an in-depth analysis of the current state of HRD in the Russian Federation. It covers country-level policies, organizational-level programs and strategies, and individual-level educational and training efforts. While the study is focused on Russia, its conclusions will be of value to scholars, students, and practitioners examining similar issues surrounding the emergence and development of HRD systems in emerging countries. Furthermore, the authors' framework for analyzing HRD on multiple levels and across various parts of the adult and vocational education and development systems offers a unique and important contribution to the theoretical debate on comparative educational systems outside the HRD and HRM communities.