THEORY AND PRACTICE OF TRANSFORMING DEMAND FOR SKILLED LABOR IN THE DIGITAL ECONOMY

Abstract

The article examines the theoretical foundations and practical manifestations of changes in the demand for skilled labour in the context of economic digitalisation. The study aims to develop an integrated approach to analysing changes in demand for skilled workers driven by the adoption of artificial intelligence, robotics, big data, cloud technologies, digital platforms, and intelligent management systems. The methodological framework combines human capital theory, skill-biased technological change theory, and routine-biased technological change theory, supplemented by a task-based approach to the analysis of work activities. The study argues that digitalisation should not be reduced to a linear substitution of labour by capital or to a simple reduction in employment. Its key effect is the reallocation of work tasks between employees and digital technologies: routine, repetitive, and programmable tasks are reduced or automated, while professional judgement, data interpretation, management, communication, creativity, and responsibility for final decisions become increasingly important. On this basis, the article defines hybrid qualification as the functional integration of sector-specific, digital, analytical, communication, and organisational-managerial competencies. A review of Russian and international studies, together with sectoral cases from healthcare, finance, manufacturing, education, agriculture, and personal and business services, confirms a shift in labour demand towards workers who can apply digital tools in their professional domain, supervise algorithmic outputs, and solve non-standard work tasks. The article proposes a typology of micro-level effects of digital transformation: displacement of previously performed tasks, complementary enhancement of skilled labour productivity, and creation of new work tasks. It concludes that employers should move from workforce planning based on headcount positions towards planning based on work tasks and complementary sets of competencies.