In this paper, personnel perfectionism is considered as a social phenomenon and indispensable condition for improving university ranking, developing research and educational performance, and increasing income level. Perfectionism is a systemic quality of human resource management in top universities which determines best employee recruitment, assessment, motivation, and retention methods. An analysis of 21 American and British universities shows that personnel expenditure varies from 50% to 80% and, on average, equals 60%. Benefits are aimed at providing personnel social wellbeing. This amount of expenditure is not the highest among other industries. Nevertheless, flexibility of benefits and their direct connection with performance results develops perfectionism of research and faculty staff: constant qualification and professional excellence improvement, conducting research aimed at discovery, aspiration to targeting key performance indicators and reaching outstanding results which exceed planned goals. Income from research in partnership with hi-tech companies in university budgets having top 30 positions in global rankings, constitutes up to 70% among all other income sources, and has remained unchanged over the previous ten years. New knowledge creation gives an obvious competitive advantage to universities possessing an understanding of company needs in labour resources in real economy and demand for professional competences of graduates. Partnerships with knowledge-based companies open up opportunities for universities to develop competitive programs of higher education and attract best students not only at the national level but also from abroad. Perfectionism in the system of personnel management is a factor of increasing university competitiveness but, in the long run, enhancing investment potential of region and country. University which is able not only to transmit knowledge accumulated by past generations, but also actively participate in addressing global challenges, is worth having the highest position in world rankings.

In today's increasingly competitive labor market, employers find it more and more difficult to attract and retain valuable employees. This article reveals the concept of an HR brand as an image of a company in the market that contributes to the effective recruitment of personnel and is an important component of the organization's personnel policy. Forming an HR employer brand is a rather complicated and lengthy process. To achieve this goal, today there are many modern methods, each of which has its own advantages and disadvantages.

This article aims to "draw" a social portrait of a modern migrant from Central Asia in Russia based on the studies conducted in different cities of Russia. The article consists of three parts. The first one will present a brief historical and statistical analysis of the migration processes of the Post-Soviet space, the second will formulate the main methodological principles on which the research was based, the third part will make up the social portrait of a legal labor migrant from Central Asia to Russia.

The article deals with theoretical issues of development of economic and social responsibility. Based on a deep analysis of the main concepts of the development of social responsibility, the author highlights the basic principles for the formation of economic and social responsibility of the personnel of enterprises. Special attention is paid to theoretical issues of the institutional formation of a socially responsible person. The article will be useful to managers of the public sector and large enterprises, as well as researchers and specialists dealing with issues of social responsibility and sustainable development.

This article discusses the introduction of gamification technology into the work of HR processes. The possibilities of introducing gamification were described now and in the near future, since modern technologies allow it. The article contains all the advantages of this technology, as well as its disadvantages. It also examined the use of gamification technology as a means to facilitate adaptation, training and recruitment of new employees in international companies.

The article presents the results of an empirical study of stress resistance among students of higher educational institutions. In the course of this study, special attention was focused on differences in the level of stress tolerance among students involved in activist and volunteer activities. Based on a survey and a survey of students, the main factors for the development of stress were identified, as well as factors for reducing stress resistance in students during their studies at the university. Recommendations for increasing stress resistance are presented.