Labor resources are a category occupying intermediate position between the economic categories “population” (the totality of people living in a separate territory (district, region, country)) and “total labor force”. In quantitative terms, the labor force includes the entire working-age population employed, regardless of age, in the public economy and individual labor activity (Fig. 1). They also include persons of working age, potentially capable of participating in work, but employed in household and personal farming, in off-the-job studies, military service.
Labor resources are the working-age part of the population, which, having physical and intellectual capabilities, is capable of producing material goods or providing services.
In the structure of labor resources from the perspective of their participation in social production There are two parts: active (functioning) and passive (potential). Thus, labor resources consist of actual and potential workers.
The required physical and intellectual abilities depend on age: in early period During a person’s life and at the time of maturity, they are formed and multiplied, but in old age they are lost. Age acts as a kind of criterion that allows us to select the actual labor resources from the entire population.
The labor resources in Russia include: a) the population of working age, with the exception of non-working disabled people of labor and war of groups I and II and non-working people of working age who receive old-age pensions on preferential terms;
b) the population younger and older than working age employed in the national economy.
Labor resources at an enterprise are an object of constant concern on the part of the enterprise management. The role of labor resources especially increased during the period of market relations, and the investment nature of production, its high knowledge intensity, changed the requirements for the employee - increased the importance of a creative attitude to work. Now the main task of the entrepreneur - the head of the enterprise - is a well-selected workforce, which is a team of like-minded people and partners who are able to understand, realize and implement the plans of the enterprise management. Only she is the key to success entrepreneurial activity, expression and prosperity of the enterprise.
It is known that the main factors of production at an enterprise are: means of labor, objects of labor and personnel.
The main role belongs to human resources in the enterprise. It is the personnel who play the first violin in the production process; it depends on them how effectively the means of production are used in the enterprise and how successfully the enterprise as a whole operates.
Contents
Introduction
Chapter I . Labor resources
1.1 Concepts of labor resources……………………………………………...4
1.2 Characteristics of labor resources………………………………………………………..5
1.3 Basic concepts of labor force indicators and coefficients...6
Chapter II . Labor productivity: methods, factors, indicators.
2.1 Labor productivity………………………..…………………………7
2.2 Personnel accounting indicators at the enterprise……………………………….…11
2.3 Personnel movement in the enterprise……………………………………….....13
2.4 Work and rest schedule……………………………………………………………...…..16
2.5 Definition wages and benefits…………………...……………….17
Conclusion
Annex 1.
Bibliography
INTRODUCTION
The production of material goods and services requires the presence of two factors, namely material and human resources. If previously the main attention was paid to the first factor, now there is more and more talk about the humanization of the economy, which means moving the emphasis on the person. Thus, it is recognized that a necessary condition The successful functioning of the economy is the observance of human interests.
Without people there is no organization. Without the right people, no organization can achieve its goals and survive. There is no doubt that labor resources belonging to the socio-economic category are one of the most important aspects theories and great management tactics.
In each country and each of its industries, production depends on a number of factors. Such factors are personnel, labor and wages at the enterprise. Personnel are the most valuable and important part of the productive forces of society. In general, production efficiency depends on the qualifications of workers, their placement and use, which affects the volume and growth rate of manufactured products and the use of material and technical means. This or that use of personnel is directly related to changes in labor productivity indicators. The growth of this indicator is the most important condition development of the country's productive forces and the main source of growth national income. The growth of labor productivity is influenced by the existing remuneration system at any given time, since remuneration is a stimulating factor for increasing labor qualifications and improving technical level completed work. So how do you get your workforce to work most efficiently? The answer to this question lies at the heart of any personnel policy. And in first place in importance among the factors influencing the efficiency of use work force, there is a wage system. It is wages that are the reason that brings the employee to his workplace. Wages should help the employee satisfy his needs and in no case should disadvantage him. If the employee is completely satisfied, then naturally his work will be the most effective and efficient, which is no less important for the activities of any enterprise. After all, everything ultimately depends on people, on their qualifications, skills and desire to work. It is human capital, not factories, equipment and productive reserves are the cornerstone of competitiveness, economic growth and efficiency. What is labor resources? I think that any employee at an enterprise should be interested in this issue. After all, such an employee as an accountant is closely connected with labor resources, since it is he who makes the calculations and payroll.
CHAPTER I . Labor resources.
1.1 The concept of labor resources.
Labor resources include that part of the working population that has the necessary physical data, knowledge and skills in the relevant industry.
Labor resources include both employed and unemployed working population in the economy. The working population is a set of persons, mainly of working age, who, according to their psychophysical data, are capable of participating in the production process. The number of labor resources covers two categories of persons. The first is the working population of working age. The second is the working population beyond working age. The first category of persons is determined by subtracting from the population of working age non-working disabled people of groups 1 and 2, as well as non-working persons who received a pension on preferential terms. The size of the second category of population is determined by the number of working teenagers (under 16 years old) and working pensioners.
A distinction is made between potential and actually used labor resources. The latter characterize the real functioning of the labor potential of the working population. Labor resources are employed in various sectors and branches of the national economy.
Labor resources as an economic category express the economic relations that develop in society at a certain stage of its development in the process of production, distribution, redistribution and use of the working population in the country's economy.
Labor resources have quantitative and qualitative certainty. Together, they predetermine the labor potential of society, which, in turn, has a quantitative and qualitative aspect.
The quantitative aspect is characterized by the following parameters:
The total working-age population;
The amount of working time that the working population works at the current level of productivity and labor intensity.
The qualitative aspect of labor potential is determined by the following:
indicators:
State of health, physical capacity of the working population;
The quality of the working population in terms of level
general educational and vocational training of the working population.
The quantitative aspect of labor potential reflects its extensive component, and the qualitative aspect reflects its intensive component.
The concept of “labor resources” is broader than the concept of “economically active population”, since labor resources include students of working age, housewives and all other citizens who, not being unemployed, are not employed in the country’s economy.
The formation of labor resources is a process of their continuous reproduction and renewal of their numbers.
The use of labor resources presupposes their distribution and the efficient use of their labor. The distribution occurs by type of employment: employed and unemployed; in turn, employed people are distributed by industry, by labor regime, by territory of the country, by gender, age, level of education and health, as well as by type economic activity:
Wage-earners;
Employers;
Persons working for their own account;
Members of production cooperatives;
Workers not classified by status.
1.2 Characteristics of labor resources Labor resources include that part of the population that has the necessary physical data, knowledge and labor skills in the relevant industry. Sufficient provision of enterprises with the necessary labor resources, their rational use, high level labor productivity have great importance to increase production volumes and improve production efficiency. Personnel or labor resources of an enterprise are a set of employees of various professional and qualification groups employed at the enterprise and included in its payroll. The payroll includes all employees hired for work related to both the main and non-core activities. The labor resources (personnel) of an enterprise are the main resource of each enterprise, the quality and efficiency of its use largely determine the results of the enterprise’s activities and its competitiveness. Labor resources set in motion the material elements of production. They create product, value and surplus product in the form of profit. The difference between labor resources and other types of enterprise resources is that each employee can: a) refuse the conditions offered to him; b) demand a change in working conditions; c) demand modification of work that is unacceptable, from his point of view; d) learn other professions and specialties;e) leave the enterprise for at will.The personnel composition or personnel of an enterprise and its changes have certain quantitative, qualitative and structural characteristics that can be measured and reflected with a lesser or greater degree of reliability and reflected by the following absolute and relative indicators: 1. list and attendance number of employees of the enterprise and (or) its internal divisions, individual categories and groups as of a certain date;2. the average number of employees of the enterprise and (or) its internal divisions for a certain period;3. the share of employees of individual divisions (groups, categories) in the total number of employees of the enterprise;4. growth rate (increase) in the number of employees of the enterprise for a certain period;5. average category of enterprise workers;6. the share of employees with higher or secondary specialized education in the total number of employees and (or) employees of the enterprise;7. average length of service in the specialty of managers and specialists of the enterprise;8. staff turnover for the hiring and dismissal of workers; 9. capital-labor ratio of workers and (or) workers at the enterprise.1.3 Basic concepts of enterprise labor resources
Fluctuation is a movement of labor caused by employee dissatisfaction with the workplace or dissatisfaction of the organization with a specific employee. There are:
Intra-organizational staff turnover associated with labor movements within the organization;
External staff turnover between organizations, industries and sectors of the economy.
Labor intensity is the cost of living labor to produce a unit of product or unit of work. Standard labor intensity is measured in standard hours. The actual labor intensity of the product is calculated by dividing the working time spent by the total volume of production in natural or cost terms.
Labor (labor) in economics is one of the four main factors of production.
Labor is a person’s labor activity, considered from a socio-economic perspective, regardless of its specific results, as the expenditure of labor power or ability to work.
The labor process includes three main factors:
Purposeful human activity;
The subject on which the work is directed;
The means of labor with which a person acts on the object of labor.
Average number of employees - the average number of personnel working at the enterprise in the past this period.
Attendance number of employees - the number of employees taken into account by the number of days of attendance at work. The turnout number does not take into account workers who, while on the company’s lists, did not go to work for various reasons.
The rate of staff turnover is the ratio of the share of a certain group of workers among those who left for reasons of turnover to the share of this group in the number of employees.
The staff turnover rate is the ratio of the number of employees who quit for reasons attributable to turnover (at their own request, to the average number of employees of the organization for a certain period.
Motives for staff turnover are the immediate causes of dismissals of individual employees or professional groups. In personnel management, the following motives for dismissal are distinguished:
Dissatisfaction with production and economic conditions within the organization;
Dissatisfaction with quality of life;
Professional qualification motives;
Motives personal etc.
Employee turnover factors are common reasons that cause employee turnover. There are:
Factors arising in the organization itself: level of remuneration, working conditions, prospects for professional growth, etc.;
Personal factors: age, level of education, work experience, etc.;
Factors external to the organization: economic situation in the region, family circumstances, emergence of new enterprises, etc.
Hiring turnover ratio - the ratio of the number of hired employees to the average number of employees for reporting period.\
Personnel turnover is the number of hired or retired employees during the reporting period.
Excessive personnel turnover is the number of employees who leave for personal reasons not related to national or production needs: at their own request or for violation of labor discipline.
Intensive personnel turnover is an indicator of personnel turnover, characterized by the turnover ratio for admission and the turnover ratio for dismissal.
Hiring turnover ratio - the ratio of the number of hired employees to the average number of employees for the reporting period.
Dismissal turnover ratio - the ratio of the number of retired employees to the average number of employees for the reporting period. A distinction is made between the coefficient of required turnover for dismissal and the coefficient of excess turnover for dismissal.
Required personnel turnover is the number of employees who left for national or production reasons, as well as for valid reasons beyond the control of the enterprise.
Chapter II . Labor productivity: methods, factors, indicators.
2.1. Labor productivity
Labor productivity refers to the efficiency (or effectiveness) of labor in the production process.
The level of labor productivity is expressed by the amount of products produced per unit of time, and one can take the ratio of the amount of products produced to the cost of living labor.
Labor productivity is the most important economic indicator that serves to determine the effectiveness (productivity) of labor activity, both of an individual employee and of the enterprise team.
Known in practice various methods and indicators for measuring labor productivity, which is related to the characteristics of production, equipment used, raw materials, etc. and for economic research purposes.
Labor productivity is measured by comparing labor results in the form of volume of products produced with labor costs (average number of industrial production personnel). Depending on the direct or inverse relationship of these quantities, there are two indicators: output and labor intensity.
The most common and universal indicator is production, which can be hourly, daily, monthly (quarterly, annual).
Output represents the quantity of products (Q) produced per unit of working time (T), or per one average employee per month, quarter, year. It is determined by the ratio of the quantity of products produced to the cost of working time for the production of these products: Q/T.
Along with production, the indicator of labor intensity of products is widely used. The labor intensity of a product is understood as the sum of all labor costs to produce a unit of product at a given enterprise (T/Q).
Depending on the composition of labor costs and their role in the production process, the following types of labor intensity are taken into account, which are components total labor intensity of manufacturing products: technological labor intensity of production maintenance, production labor intensity, labor intensity of production management.
Based on the nature and purpose of labor costs, a distinction is made between standardized, actual and planned labor intensity.
According to the object of calculation, labor intensity is distinguished per operation, part, product, commodity and gross output.
According to the place where labor is applied, labor intensity is distinguished into factory, workshop, district, brigade and workplace.
Methods for measuring labor productivity vary depending on how the volume of output is determined. To calculate the volume of production (products, works, services) and, accordingly, labor productivity (in terms of output), three methods for determining output are distinguished; natural, cost (monetary) and labor.
· The natural method is the simplest and most reliable method, when the volume of produced products is calculated in physical terms (tons, meters, pieces, etc.).
Natural indicators allow you to see the composition of manufactured products by type, variety, etc. The advantage of this method is the direct comparability of labor productivity indicators. However, using natural indicators it is possible to measure labor productivity only within the framework individual species products or types of work.
· Cost method. Its essence lies in the fact that the indicator of labor productivity is defined as the ratio of output, expressed in monetary units, to the cost of working time.
To calculate labor productivity in value terms, various indicators for assessing the volume of output can be used: gross output, marketable output, gross turnover, standard cost of processing, standard net and net products, gross income. Each of these indicators has its positive and negative sides.
· Labor method. At workplaces, in teams, at production sites and in workshops when producing a variety of unfinished products, labor productivity is determined in standard hours. With scientifically based standards, this method accurately characterizes the dynamics of labor productivity.
When studying issues of labor productivity, it is necessary to consider the factors of labor productivity growth.
Labor productivity growth factors are the driving forces or reasons under the influence of which its level changes. Such factors include: technical progress, improvement of the organization of production, management and labor, etc.
At the enterprise (firm) level, 5 groups of labor productivity growth factors can be distinguished. Regional-economic (natural and climatic conditions, their changes; balance of jobs and labor resources) and economic-geographical factors (development of the field area; presence of local building materials; free resources of labor, electricity, water; terrain; distance to communications, etc.).
· Factors of structural changes. These include: shifts in the change in the share of purchased products and semi-finished products; relative reduction in the number of employees due to increased production volumes.
· Factors accelerating scientific and technical progress (introduction of new generations highly efficient technology; application of advanced basic technologies, use automated systems in design; used non-modern computers; introduction of flexible reconfigurable production, etc.).
· Economic factors. Modern forms organization and stimulation of labor; scientific organization and labor intensity; increasing the qualifications of workers; improvement of distribution relations, planning and personnel management.
· Social factors. They are: human factor; reducing the volume of monotonous, harmful and hard work; improvement of working conditions; factors of social partnership.
2.2 Personnel accounting indicators at the enterprise .
Accounting for the number of employees makes it possible to identify their distribution among different areas enterprises, as well as changes in the placement of personnel.
In the practice of personnel accounting, a distinction is made between payroll, average payroll and attendance.
The list of employees of the enterprise must include all employees hired for permanent, seasonal, as well as temporary work for a period of one day or more, from the day they were hired. The list of employees for each calendar day must include both those actually working and those absent from work for any reason.
In labor reporting, the number of employees on the payroll is given not only as of a specific date, but also on average for the reporting period (month, quarter, year). The number as of the date is an indicator of the number of employees on the payroll of the enterprise on a certain date of the reporting period, for example, on the first or last day of the month, including those hired and excluding employees who left on that day. To determine the number of employees of an enterprise, institution, or organization for any period (month, quarter, year), it is not enough to take the number of employees as of the date, since these indicators do not take into account changes that occurred during the period under review.
To determine the number of employees for the reporting period, the average number of employees is calculated, which is used to calculate labor productivity, average wages, turnover rates, staff turnover and other indicators.
The average number of employees for the reporting month is calculated by summing the number of employees on the payroll for each calendar day of the reporting month, i.e. from the 1st to the 31st, including holidays (non-working days) and weekends, and dividing the amount received by the number of calendar days of the reporting month. The number of payroll employees on a weekend or holiday (non-working) day is assumed to be equal to the payroll number of employees on the previous working day.
For correct definition the average number of employees, it is necessary to keep daily records of the number of employees on the payroll, which must be clarified on the basis of orders (instructions) on the hiring, transfer of employees to another job and termination of the employment contract.
The average number of employees for a quarter is determined by summing the average number of employees for all months of operation of the enterprise in the quarter and dividing the resulting amount by three.
The average number of employees for the year is determined by summing the average number of employees for all months of the reporting year and dividing the resulting amount by 12.
One should distinguish from the list of employees the attendance list, which shows how many people on the list came to work. The number of actual workers shows the number of personnel who not only showed up, but also actually started work (usually, regardless of its duration). The difference between the turnout number and the number of actual workers shows the number of people who are idle all day long (for example, due to lack of electricity, materials, etc.). The average turnout number shows the average number of workers who showed up for work on working days. It is calculated by dividing the number of appearances for work by the number of working days in the period.
The average number of people actually working characterizes the average number of man-days actually worked and is calculated by dividing their number (the number of appearances minus the number of man-days of full-day downtime) by the number of working days in the period.
According to the timesheet, the enterprise registered 9,462 person-days of attendance at work per month (30 calendar and 19 working days), 5,538 person-days of absences, including holidays and weekends, and 38 person-days of all-day downtime. Let's determine the indicators of the labor force.
· Average headcount (9462 + 5538)/30 = 500 (persons)
· Average turnout 9462 /19 = 498 (persons)
· Average number of people actually working (9462 - 38)/19 = 496 (persons)
Conclusion: over a month, on average, out of 500 employees of the enterprise, 2 people did not show up for work every working day. (500 - 498) and 2 people. of those who appeared were in idleness for the whole day (498 - 496).
In the practice of personnel accounting of an enterprise, there are three types of working time funds: calendar, nominal and effective (real). The calendar working time fund is the number of calendar days of the planning period.
Nominal working time fund - the number of working days that can be maximally used during the planning period. It is equal to the worker’s calendar time minus non-working days. In continuous production, absenteeism according to the shift schedule is also excluded.
Effective working time fund - the average number of working days usefully used during the planning period. This fund, due to the absence of some workers from work, is usually less than the nominal fund.
The personnel structure of an enterprise (structural unit) is characterized by the ratio of various categories of employees in their total number. To analyze the personnel structure, the share of each category of workers in the total average number of personnel of the enterprise is determined and compared. The personnel structure is determined and analyzed for each division. It can also be considered based on such characteristics as age, gender, level of education, work experience, qualifications, degree of compliance with standards, etc. In a market economy, it is advisable not to limit ourselves to calculating the socio-demographic indicators of the personnel structure at the enterprise, since it is necessary to analyze the qualitative compliance of workers with production levels. It is very important to identify the degree of compliance of the professional and qualification structure of workers with the technical and organizational level of production.
2.3 Personnel movement in the enterprise .
The movement of personnel is intended to bring into balance the need of production to fill vacant jobs and the need for work of appropriate quality, for promotion, etc. At the same time, the possibilities of intra-plant movements are associated not only with the availability of vacant jobs of appropriate quality, but also with the extent to which hired workers are ready to take them, i.e. from the level of general and vocational training accepted, on their demographic characteristics, experience, etc. The possibilities for advancement in qualifications, obtaining a job based on interests, with optimal working conditions and remuneration largely depend on how rationally internal movements are organized at the enterprise.
Currently, the data available economics about the process of personnel movement are somewhat one-sided. Of the total number of problems of the movement of workers at the enterprise, most attention is paid to the problems of external circulation of workers.
First of all, we note that the external movement of personnel includes: admission turnover; turnover on dismissal; staff turnover rate. The internal movement of personnel includes: inter-shop movement; interprofessional mobility; qualification movement and transition of workers to other categories.
Turnover indicators are widely used to characterize the overall size of personnel movement. At the same time, the general and private (acceptance and dismissal) personnel turnover rates are calculated. The general personnel turnover ratio (Ko) characterizes the ratio of the sum of hired (Chp) and dismissed (Ch) persons to the average number of workers or employees at the enterprise:
Ko = (Chp + Chu) / Chs (1).
Partial personnel turnover ratios are measured accordingly by the ratio of the number of hires (hiring turnover - Kop) or the number of dismissals (dismissal turnover - Kou) for a certain period to the average number of employees:
Koch = Kop / Chs (2).
Koch = Kou / Chs (3).
The staff turnover rate is calculated as the ratio of the smaller number of those hired or fired to the average number of employees.
Example. If at an enterprise with an average number of employees of 1,500 people, 250 people were fired during the year, and 350 were hired, then the turnover rate will be:
Kt = Chupn / Chs (4).
250 / 1500 x 100 = 16.6%.
Personnel turnover is characterized by the number of workers who quit voluntarily or were dismissed for absenteeism or other violations of labor discipline. The ratio of this number of workers to the average number of workers allows us to determine the level of turnover:
where Kt is the fluidity coefficient, %;
Chuszh - the number of workers who quit of their own free will;
Chupn - the number of workers dismissed for absenteeism and other violations of labor discipline;
Chs - average number of workers.
When studying staff turnover, it is of great interest to measure its value not only for the enterprise as a whole, but also for its individual structural divisions(shops, departments, services), groups of workers. Coefficients characterizing the level of turnover in individual departments or groups of employees are called partial turnover rates. The method for calculating partial flow rates is similar to calculating overall indicator(but only for this division).
The ratio of the particular turnover rate to the general turnover rate for the enterprise is called the turnover intensity ratio (CIR):
KIT = KTCH / Kt (5).
where KTC is the partial turnover rate for a specific unit.
It shows how many times the turnover of employees in the group under study is higher (lower) than for the enterprise as a whole. The use of this indicator is of great importance for studying social, demographic, professional and other characteristics of turnover.
To characterize the sustainability of personnel at an enterprise, the following indicators are used: constancy and stability of personnel.
The staff retention rate is determined by the ratio of the number of persons on the payroll of the enterprise throughout the entire calendar year to the average number of employees.
Kpk = HR / HR (6).
To determine the number of employees on the payroll from January 1 to December 31 inclusive, i.e. who worked the entire year, from the number of employees on the lists at the beginning of the reporting year (as of January 1), those who left during the year for all reasons are excluded, except for those who left from among those hired in the reporting year, since they were not on the lists of the enterprise as of January 1. From the number of employees on the lists as of January 1, persons transferred to other enterprises, transferred to the staff of non-core activities of their enterprise, except for those transferred from those hired in the reporting year, are also excluded.
Personnel stability is usually characterized by the share of people working for a long time at a given enterprise in the total number of employees. Currently, the personnel stability coefficient is calculated as the share of workers with five or more years of experience at the enterprise in the total number of employees.
Intra-company movement has several types, the main ones are:
· intershop movement - workers moved between shops, departments and other divisions of the enterprise. This type of movement is based on technical changes in production, organizational restructuring, reshuffling of some workers as a result of others leaving the enterprise, as well as factors such as dissatisfaction with the conditions and organization of work and life, relations with the administration or with the team, the desire to work in another department close to friends, family members, etc.;
· interprofessional mobility - transition to a new profession. This type of movement can be associated both with technological progress and with the realization of personal interests. Interprofessional mobility occupies a prominent place not only in external, but also in internal personnel turnover;
· qualification movement - transition from one category to another within the existing tariff system;
· transition of workers to other categories (specialists, office workers). The movement from one category to another is realized within the framework of dividing the enterprise’s employees into accounting categories of personnel (workers, managers, specialists, etc.), generally reflecting the socio-economic differences in the positions of these workers, in particular differences in the content of work.
The total intra-company turnover of workers can be measured using a coefficient, which is defined as the ratio of the number of workers who took part in the intra-company movement, regardless of the number of changes made in their positions, to the average number.
2.4 Work and rest schedule
Working time is a general measure of the amount of labor. The total working time is determined, on the one hand, by the level of development of production, and on the other, by the physical and psychophysiological capabilities of a person. Improving the use of working time is one of the main ways to increase labor productivity. It depends on the ratio of extensive and intensive factors of production development.
Reduced working hours can be established by own funds enterprises and organizations for women with children under 14 years of age or a disabled child.
Typically, employees have a five-day work week with two days off. With a five-day working week, the duration of daily work (shift) is determined by the internal labor regulations or shift schedules, which are approved by the employer (owner) or his authorized body (person) in agreement with the enterprise's trade union and in compliance with the duration of the working week established by law.
At those enterprises and organizations where, due to the nature of production and working conditions, the establishment of a five-day working week is inappropriate, a six-day working week with one day off is established. In such conditions, the duration of daily work cannot exceed 7 hours with a weekly norm of 40 hours, 6 hours with a weekly norm of 36 hours and 4 hours with a weekly norm of 24 hours. The number of working days in a week is established by the employer (owner) or his authorized body (person) together with the enterprise’s trade union, taking into account the specifics of production and the proposals of the workforce. The length of the working week fixed in the employment contract is usually agreed upon with the local state administration.
An essential point in organizing the use of an enterprise’s labor resources is the establishment of optimal work and rest regimes. There are shift, daily, weekly and monthly work and rest schedules. They are formed taking into account a person’s working capacity, which changes during the day (periods of greatest working capacity in the first and second half of the day and periods of fatigue), which is taken into account primarily in shift and daily modes.
The shift schedule determines the total duration of the work shift, its start and end times, the duration of the lunch break, the duration of work and the frequency of regulated rest breaks.
The daily regimen includes the number of shifts per day and the recovery time between shifts.
The weekly work and rest schedule provides for various work schedules (schedules of alternating work shifts), the number of days off per week, work on weekends and holidays.
The monthly work and rest schedule determines the number of working and non-working days in a calendar month and the duration of main and additional vacations.
2.5 Determination of wages and benefits.
Type and quantity of rewards, proposed organization are important for assessing the quality of work life.
Research shows that rewards influence people's hiring decisions, absenteeism, decisions about how much they should produce, and when and whether to leave an organization. Many studies have found that absenteeism and turnover personnel are directly related to satisfaction with the reward received. With good work, which gives a feeling of satisfaction, the number of absenteeism tends to decrease. When work is unpleasant, absenteeism increases significantly.
The term " wage” refers to the monetary reward paid by an organization to an employee for work performed. It is aimed at rewarding employees for work performed (services sold) and at motivating them to achieve the desired level of productivity. An organization cannot recruit and retain a workforce unless it pays competitive rates and has pay scales that incentivize people to work in a given location.
Developing salary structures is the responsibility of human resources or human resources departments. An organization's wage structure is determined by analyzing a wage survey, labor market conditions, and the organization's productivity and profitability. Developing a remuneration structure for administrative and management personnel is more complex, since in addition to the salary itself, it often includes various benefits, profit-sharing schemes and payment in shares.
In addition to wages, the organization provides its employees with various fringe benefits, which used to be called “fringe benefits”. However, since these additional payments constitute a significant part of the remuneration package paid by the organization, they are now called fringe benefits.
Traditional approach to providing additional benefits is that all employees of the same level have the same benefits. However, this does not take into account differences between people. Research shows that not all employees value these benefits. The perceived value of fringe benefits depends on factors such as age, marital status, family size, etc. For example, people with large families are usually very concerned about the amount of preferential medical care and life insurance, older people about benefits provided upon retirement, and young workers about immediate receipt of cash. In light of the above, some people have developed a system that is sometimes called the "prince cafeteria reward system." The employee is allowed to choose in the established pre-opinions about the most desirable benefits when they have the opportunity to floor learn. Other studies have shown that most workers welcome flexible provision programs benefits.
CONCLUSION.
In the entire set of enterprise resources, labor resources occupy a special place. A lot depends on personnel policy, first of all, how rationally the workforce is used and the efficiency of the enterprise. Personnel at the enterprise are classified into workers, specialists, managers, employees, students, junior service personnel and fire guards. Priority should be given to managers. Research and practice have established that the efficiency of an enterprise depends 70-80% on the head of the enterprise. With the transition to market relations, they gained greater independence in the field of remuneration. During this period, enterprises began to more often use time-based bonus and non-tariff wage systems, as well as contract wages.
The prerequisite for the development of social production, the main productive force, is the population - that part that has
a set of physical and spiritual abilities that allow him to work. The working-age population acts as a part of the population limited by certain age limits. The boundaries of working age are fluid and determined by socio-economic conditions and physiological characteristics of human development.
Socio-economic conditions play a decisive role in normalizing the limits of the working age of the population. The maximum age limit corresponds to the physiological limit for the participation of older people in labor activity, provided for by the law on pension provision. The initial limit is determined by the physiological development of young people, their knowledge, level of education, and duration of study.
Thus, the formation age groups working-age population is determined by objective conditions not only physiological development people, but also, above all, public relations. This is largely reflected in the formation of the demographic structure of the working-age population and its distribution throughout the country.
Labor or human resources are the basis for economic development. Their role in modern conditions increases, since in market conditions it is necessary to rely on the person and his potential.
Annex 1
Practical part.
Task No. 1.
Annual coal production in the industry amounted to 720 million tons. The number of coal mining workers is 870 thousand people, including 810 thousand people in underground work. Determine the monthly labor productivity of underground and open-pit mining workers.
1) Pmes = Qmonths / N av.sp.
Pmes = 720 / 870 = 827.6 (t.) monthly productivity in total.
2) 827.6 tons - 870 thousand people
x t. - 810 thousand people.
x = (827.6 * 810) / 870 = 771 (t.) is mined underground.
3) 870 * 771 = 57 (t.) is mined by open pit mining.
Answer: 1) 771 t. subsection method 2) 57 t. open method.
Task No. 2.
The planned annual volume of coal production in the industry is 760 million tons, the average annual labor productivity of mining workers is 850 tons. The average monthly salary of mining workers is 12,000 tenge. Determine the annual wage fund of mining workers for the industry as a whole.
1) N sp = Q g / R g
N joint = 760 / 850 = 894,117 (persons)
2) F pl = N sp * Z pl
F pl = 894117 * 12000 = 10,729,404 (tg.)
Check: 10729404 / 850 = 12,000 tenge. – average salary
Answer: Annual salary fund. 10,729,404 tenge.
Task No. 3.
When hiring a manager, the contract stated that he would be paid a salary of 500 thousand monetary units per year. and a bonus, which is given in advance at the beginning of the year. The manager terminated the contract after working for 7 months. Upon dismissal, he received 240 thousand monetary units. What was the value of the bonus given to him at the beginning of the year?
!) 500,000 / 12 months. = 41,667 units per month
2) 41,667 * 7 months = 291,667 units for 7 months. incl. bonus
3) 291,667 – 240,000 = 51,667 units. bonus at the beginning of the year
Answer: the bonus amounted to 51,667 monetary units.
Task No. 4
The average annual labor productivity of workers at raw ore mining enterprises is 5600 tons. The annual production of raw ore amounted to 490 million tons. The payroll ratio is 1.4. Determine the payroll of employees at enterprises.
1) Headcount = Qg / Pav * Kss
Nsp = 490 / 5600 * 1.4 = 122,500 people.
Answer: The payroll is 122,500 employees.
Problem #5
The labor intensity of work at the mine is (person shifts per 100 tons of production): cleaning work - 152, preparatory work– 78, underground transport – 60, maintenance and repair of haulage road workings – 41, other underground work – 69, surface work – 121. Annual production volume is 900 thousand tons. coal The average monthly number of worker exits is 22. Determine: the labor intensity of work in the mine and underground work, the number of workers in production processes, shift productivity.
1) K = (152 + 78 + 41 + 121) * 22 * 12 / 900 thousand = 110,000 (person shifts) at the mine.
2) K = (60 + 69) * 22 * 12 / 900 thousand = 38 (person shifts) underground work.
3) Mine: 152 + 78 + 41 + 121 = 392 people.
4) Sub-worker: 60 + 69 = 129 people.
5) Рсм = 900 thousand / 12 * 521 * 22 = 6.5 t.
Answer: 1) The labor intensity of work at the mine is 110,000 (person shifts)
2) Labor intensity in underground work - 38 (person shifts)
3) Number of workers. at the mine - 392 people.
4) Number of workers. for subordinate workers - 129 people.
5) Shift labor production – 6.5 tons.
Bibliography.
1. Zhideleva V.V., Kaptein Yu.N. Enterprise economy: Tutorial; 2nd ed., revised. and additional – M.: INFRA-M, 2000. (Series “Higher Education”).
2. Raitsky K.A. Enterprise economy; Textbook for universities. – 2nd ed. – M.; Information and implementation center "Marketing",
3. Rofe A.I. Organization and regulation of labor: Textbook for universities. – M.: Publishing house “MIK”, 2001. 4. Labor Economics: Textbook for Universities/L.I. Zhukov, G.R. Poghosyan. IN AND. Sivtsov and others; Ed. G.R. Pogosyan, L.I. Zhukova. – M.: Economics, 1991. 5. www.glosarii.ru 6. www.u-econ.net
The main source of society's wealth and an indispensable condition for its existence and development is labor.
Labor - This is a purposeful human activity, in the process of which material and spiritual values are created. The labor process is the process of human influence on the elements of nature in order to adapt them to their needs. The labor process includes the following elements: means of labor, objects of labor and human labor itself. Without the means of production, the labor process is unthinkable, but even without human labor, the means of production are dead and cannot create anything. Only the labor of people activates the means of production and contributes to the realization of the goals of society. By creating means and objects of labor and influencing nature, a person changes himself, his skills and knowledge grow.
Labor is an economic category, and its nature is determined by production relations. The transformations carried out in agriculture are aimed at changing production relations, transforming a significant part of hired workers into owners of land and other means of production, developing initiative and entrepreneurship among peasants, and granting the rights to manage the products themselves. Then the peasant will treat work, his business, not indifferently, not like a hired day laborer, but like a businessman, with responsibility for the final results.
Labor resources represent a part of the country's population that has a combination of physical capabilities, knowledge and practical experience for work in the national economy. They include the entire working-age population aged from 16 to 55 years for women and from 16 to 60 years for men, as well as persons older and younger than working age actually employed in the national economy (working pensioners and schoolchildren).
Labor resources, as the main and productive force of society, represent an important factor of production, the rational use of which ensures an increase in the level of agricultural production and its economic efficiency.
Economically active population(labor force) is a set of persons potentially capable of participating in the production of material assets and the provision of services. These include both employed and unemployed.
Employed population- these are persons involved in production and non-production activities. The employed include employees, entrepreneurs, liberal professions, military personnel, and full-time vocational students.
TO unemployed include able-bodied citizens who do not have a job or income and are registered with the employment service for the purpose of searching suitable job and are ready to start it. For our country, especially for Agriculture, characteristic hidden unemployment- a form of ineffective employment of people who have and want to work at full capacity. It is characterized by incomplete working week, shortened working hours, unpaid vacations. Unemployment rate determined by the proportion of unemployed in the economically active population.
8.5 million people are employed in Russian agriculture, or 13.3% of the total number of people employed in sectors of the national economy. Of these, 5.1 million people work at agricultural enterprises, or 60% of all employees in the industry.
The labor resources of agricultural enterprises are divided into production personnel and those employed in non-production departments (workers of housing and communal services, cultural and welfare and children's institutions, etc.). Production staff- These are workers involved in production and its maintenance. In turn, it is divided depending on industry into workers in agriculture, industry, auxiliary production and crafts.
Employees of agricultural enterprises are divided into the following categories by type of activity: managers, specialists, workers, employees, junior service personnel. The most numerous of them are workers, directly involved in the creation of wealth or the provision of production services. There are main and auxiliary workers; The latter include workers engaged in servicing the main production, as well as in auxiliary departments.
Based on the length of stay at the enterprise, workers are divided into permanent, seasonal and temporary. Permanent those who were hired for an unlimited period or for a period of more than 6 months are considered. TO seasonal include workers who entered the enterprise for a period seasonal work(for a period of no more than 6 months), to temporary- hired for a period of up to 2 months, and when replacing temporarily absent employees - up to 4 months.
Permanent workers are classified by profession (tractor driver-drivers, combine operators, milking machine operators, cattlemen, etc.), qualifications (tractor driver-driver of classes I, II, III, etc.), age, gender, length of service, education and etc.
Managers and specialists organize and manage the production process. The actual managers are the director (chairman), chief specialists (economist, accountant, engineer, agronomist, livestock specialist, mechanic, etc.) and their deputies. Specialists are considered to be workers with higher or secondary specialized education: economists, agronomists, livestock specialists, engineers, mechanics, accountants, etc.
Employees - These are workers involved in the preparation and execution of documents, accounting and control, and business services (cashiers, clerks, secretaries-typists, statisticians, bookkeepers, timekeepers, etc.).
TO junior service personnel include workers in caregiving positions office premises, as well as servicing workers and employees (janitors, cleaners, couriers, etc.).
An enterprise's labor resources are characterized by a number of absolute and relative indicators.
Labor resource structure- This percentage various categories of workers in their total number. In the structure of personnel of agricultural enterprises, the share of workers engaged in agricultural production usually accounts for 85-90%, including 70-75% of permanent workers. tractor drivers 13-18%, seasonal and temporary workers 5-8%; managers and specialists - 8-12%.
It is determined by many factors: the size and specialization of the enterprise, participation in integration processes, natural conditions etc. The structure of an enterprise’s employees can also be calculated based on characteristics such as age, gender, level of education, work experience, qualifications, etc.
Average headcount employees for the year is determined by summing the average number of employees for all months and dividing the resulting amount by 12. The average number of employees for the month is calculated in the same way - by summing the number of employees on the payroll for each calendar day of the month and dividing the resulting amount by the number of calendar days in the month.
Average annual number workers is determined by dividing the time worked (in man-hours) by farm workers for the year by the annual working time fund.
Attrition rate- is the ratio of the number of workers dismissed (for any reason) for a given period to
average number of employees for the same period:
where TR uv is the number of dismissed workers, people; TR - average number of employees, people.
Acceptance rate is determined by the ratio of the number of employees hired by the enterprise for a certain period of time to the average annual number of personnel for the same period:
where TR P is the number of hired employees, people.
Staff turnover rate is calculated by dividing the number of employees who left voluntarily and were dismissed for violation of labor discipline for a given period of time (TR VU) by the average number of employees for the same period:
Personnel stability coefficient(K c) is recommended to be used when assessing the level of organization of production management both at the enterprise as a whole and in individual divisions:
where TR b and TR 0 are the average number of employees at a given enterprise in the base and reporting periods, respectively, people; TR uv (TR p) - the number of dismissed (newly hired) workers during the reporting period, people.
An important factor influencing the level of labor use and the efficiency of agricultural production is the enterprise's supply of labor resources. Insufficient supply of labor can lead to failure to fulfill the production program, non-compliance optimal timing carrying out field work, ultimately leading to a reduction in agricultural production. Too high a supply of labor resources is also undesirable, because it leads to underutilization of labor and a decrease in labor productivity.
Employment farms are characterized by the number of workers per 100 hectares land area:
where TR is the number of employees, people; PL - area of agricultural land or arable land, hectares.
Security ratio - this is the ratio of the number of available labor resources (TR N) to their number required to fulfill the production plan (TR^):
The level of provision of an enterprise with labor resources can be judged by the size of agricultural land per employee. At the same time, this kind of relationship does not take into account differences between enterprises in the level of intensity and specialization. Therefore, a more accurate indicator is the labor force supply ratio.
A form of redistribution of labor resources between countries and regions is labor migration - movement and resettlement of the working population. Depending on whether the country’s borders are crossed, a distinction is made between internal and external migration. Internal migration of labor (between regions of the country, from villages to cities) is a factor in changing the composition and distribution of the population; however, the total population of the country does not change. On the contrary, external migration affects this number, increasing or decreasing it by the amount of the migration balance. The latter is the difference between the number of people who moved outside the country (emigrants) and the number of people who entered it (immigrants).
Russia's labor resources currently account for about 50% of its total population. The average annual number of workers in agricultural enterprises has decreased over the years of reform and significant changes have occurred in their composition. In connection with the creation farms more than 700 thousand workers moved from large agricultural enterprises to this sector. As a result of the expansion of private farms, the number of people employed in them increased.
The general socio-economic crisis in the country has led to a decrease in the standard of living of the population and an increase in unemployment, including hidden unemployment. The same trends are characteristic of agriculture.
Labor resources
- this is a part of the population that, due to the combination of physical abilities, special knowledge and experience, can participate in the creation of material wealth or
work in the service sector.
The criteria for allocating labor resources from the population are the boundaries of working age, which are established by the state and depend on the social system, the life expectancy of people, other social and economic factors and on official state regulations adopted in this regard acts. In the Republic of Belarus, the working age for men is from 16 to 60, for women - from 16 to 55 years.
The workforce includes:- working population of working age; - working teenagers (up to 16 years old); - the population older than working age, taking part in social production.
The working population includes persons at working age, with the exception of non-working disabled people of groups I and II, as well as persons who retired on preferential terms earlier than established in general procedure working age.
The following categories are distinguished as part of labor resources:- employed in public production; - self-employed labor activity; - those who are studying part-time; - employed in household and personal subsidiary farming; - military personnel.
Labor resources are quantitative and quality characteristics. The first include indicators of size and composition (age, gender, social groups, etc.); the second includes indicators of educational level, professional qualification structure, etc.
Age groups: youth aged 16-29 years; persons from 30 to 49 years old; persons of pre-retirement age (men 50-59 years old, women 50-54 years old); persons of retirement age (men 60 years and older, women 55 years and older).
Sexual structure of labor. resources is characterized by the ratio of men and women. Determined by the working age population. In the Republic of Belarus the proportion of men is 47 %, women - 53%. This ratio is considered normal for the economy of developed countries.
By level of education: general, special and higher level; by social groups.
The ratio of workers by type of activity and skill level characterizes the professional and qualification structure of labor resources. Professions are determined by the nature and content of labor, the specifics and operating conditions of individual sectors of the economy. Within the framework of general professions, specialties are distinguished. Depending on the complexity of the work, highly qualified, qualified and unskilled workers are distinguished.
When determining the ratio of labor resources by personnel categories, workers and employees are taken into account, including managers, specialists, etc.
The basis for the formation of labor resources is the reproduction of the population, which is carried out through a change of generations as a result of the birth and death of people, i.e. With an increase in the birth rate and life expectancy, there will be an increase in the population and, consequently, in the labor force. The Republic of Belarus belongs to the group of countries with an extremely low birth rate, with 14.5-17.3 births per 1000 people.
Population migration is important in the formation of labor resources.
An important problem is unemployment. Unemployment – a social-economic phenomenon, expressed in the fact that a certain part of the working-age population cannot realize their labor potential.
A-priory International organization Labor (ILO) and the Organization for Economic Co-operation and Development (OECD) the unemployed include persons who are able and willing to work and are actively looking for work.
In the Republic of Belarus the unemployment rate in 2000 was 2%. At the same time, the share of hidden unemployment is high.
Labor resources are a part of the population that, due to the combination of physical abilities, special knowledge and experience, can participate in the creation of material wealth or work in the service sector.
The criteria for allocating labor resources from the total population are the limits of working age, which are established by the state and depend on the social system, life expectancy of people, other socio-economic factors and on official government acts adopted in this regard. In the USA, for example, the lower limit of working age for boys and girls is 14 years of age, the upper limit for men is 65 years and women is 63 years. In the Republic of Belarus, the working age for men is from 16 to 60, for women - from 16 to 55 years.
The workforce includes:
working-age population of working age;
working teenagers (up to 16 years old);
population over working age who takes part in social production.
The working population includes persons of working age, with the exception of non-working disabled people of groups I and II, as well as persons who retired on preferential terms earlier than the generally established working age.
Depending on the attitude towards work, the labor resources are divided into the following categories:
employed in public production; self-employed; those who are studying part-time; those employed in household and personal subsidiary farming; military personnel.
Labor resources have quantitative and qualitative characteristics. The first include indicators of size and composition (age, gender, social groups, etc.); to the second -
indicators of educational level, professional qualification structure, etc.
The age structure of labor resources involves the identification of the following main age groups: youth aged 16-29 years; persons from 30 to 49 years old; persons of pre-retirement age (men 50-59 years old, women 50-54 years old); persons of retirement age (men 60 years and older, women 55 years and older). Sometimes 10-year age intervals are used to reveal age structure. Labor activity is considered to be higher, the larger the proportion of the working-age population is occupied by persons 20-49 years old and the larger the proportion of men.
The gender structure of the labor force is characterized by the ratio of the number of men and women in its composition. It is determined, as a rule, by the working-age population - the main source of labor resources. In the Republic of Belarus, for example, the share of men is 47%, women - 53%. This ratio is considered normal for economically developed countries.
To characterize labor resources by level of education, the following most important indicators are used: level of general, special and higher education; level of education by social group.
By level of education, the ratio between the number of labor resources with higher, specialized secondary, secondary and incomplete secondary education is determined regardless of the work performed or position held.
The ratio of workers by type of activity and level of qualification characterizes the professional and qualification structure of labor resources. Professions are determined by the nature and content of labor, the specifics and operating conditions of individual sectors of the economy. Within the framework of general professions, specialties are distinguished. Depending on the complexity of the work, highly qualified, qualified and unskilled workers are distinguished.
When determining the ratio of labor resources by personnel categories, workers and employees are taken into account, including managers, specialists, etc.
Knowledge of the structure of labor resources is necessary to determine the directions for their effective use.
The basis for the formation of labor resources is the reproduction of the population, which is carried out through a change of generations as a result of the birth and death of people, i.e.
With an increase in the birth rate and life expectancy, there will be an increase in the population and, consequently, in the labor force. The Republic of Belarus, for example, belongs to the group of countries with extremely low birth rates. IN last years There are 14.5-17.3 births per 1000 people. There is an increase in mortality and a decrease in life expectancy. If this situation continues, the population and labor resources will decrease.
Population migration is important in the formation of labor resources, leading to their redistribution between territories, sectors of the national economy and types of activities. However, the assessment of territorial mobility of the population for economic development is ambiguous, and, above all, when its size and direction do not correspond to the needs of the national economy. This could lead to an oversupply of labor in some areas. populated areas or to their lack in others, which in both cases is a negative phenomenon.
All migration data are used to determine the exact population size in the country and regions, to calculate indicators related to population and labor resources. Thus, the size and composition of labor resources are determined by demographic factors (population size, its gender and age structure, etc.) and migration processes.
The distribution of labor resources is carried out mainly based on the existing economic potential in the regions. As the volume of work changes and the structure of the national economy changes, the need for labor resources also changes.
For society, the optimal option is when all labor resources are fully utilized. However, in market economy This condition is met extremely rarely, even in those countries where there is an increased need for labor. There are many reasons for this, including objective ones. First of all, this is a reduction in the number of workers and employees while improving the structure of production, dismissal due to dissatisfaction of some workers with working conditions, the search for a new job, the cyclical nature of economic development, the influence of seasonality, etc. Therefore in real conditions not all of the working-age population is socially employed useful work. The most important task in planning economic development is to avoid excessive surplus labor and at the same time ensure the functioning of the labor market in order to use it more efficiently. Increasing the proportion of the working-age population engaged in social work and providing such opportunities to people of retirement age and teenagers improves the socio-economic situation. If necessary, the external labor market is also considered, especially in times of crisis and other unfavorable situations within countries.
In modern conditions, an important problem is the problem of unemployment. Unemployment is a socio-economic phenomenon, which is expressed in the fact that a certain part of the working-age population cannot realize their labor potential.
According to the definition of the International Labor Organization (ILO) and the Organization for Economic Co-operation and Development (OECD), the unemployed are persons who are able and willing to work and are actively looking for work.
In Belarus, for example, the unemployment rate in 2000 was 2%. At the same time, the share of hidden unemployment is high. 11.2.