Labor resources and their use in the branches of the material sphere of the national economy. Presentation presentation labor resources and labor potential of society Labor resources of the enterprise presentation

Personnel or labor resources of an enterprise is 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 permanent, temporary and seasonal work associated with both its main and non-main activities.

Labor resources (personnel) of the enterprise are the main resource of each enterprise, the quality and efficiency of which depends on the results of the enterprise and its competitiveness. The personnel of the enterprise - the main part of the qualified employees of the enterprise, firm, organization; it is a collection of individuals who are bound by a contract of employment with an enterprise as a legal entity.

1. Depending on the participation in the production process, all personnel of the enterprise are divided into two categories: Industrial and production personnel constitute the bulk labor resources enterprises. This category includes workers who are directly related to production and its maintenance - they are workers in the main, auxiliary, subsidiary, side workshops and service farms. This also includes employees of design, technological organizations and laboratories on the balance sheet of the enterprise.

Non-industrial personnel are personnel employed in non-manufacturing units. It mainly includes workers in housing and communal services, trade and Catering, children's, educational, cultural and medical institutions that are on the balance sheet of the enterprise.

2. Depending on the functions performed, the production personnel is divided into two main categories: workers and employees. 1. Workers - workers directly involved in the creation of material values ​​and the provision of production, transport and other services (workers of the main and auxiliary production, apprentices, security personnel, junior service staff).

2. Employees - employees engaged in the preparation and execution of documentation, accounting and control, economic services Employees - includes the following categories of employees: Managers - these include employees holding the positions of managers of enterprises, their structural divisions and their deputies, directors, chiefs, managers, managers, chief specialists (chief accountant, chief mechanical engineer etc.). Professionals - workers employed engineering and technical, economic works(engineers, rationers, economists, accountants, legal advisers, etc.).

The ratio of various categories of workers in their total number characterizes the structure of personnel (personnel) of an enterprise, workshop, site. The structure of personnel can also be determined according to such criteria as age, gender, educational level, length of service, qualifications, degree of fulfillment of norms, etc.

Personnel composition the enterprise and its changes have certain quantitative, qualitative and structural characteristics that can be measured with a lesser or greater degree of reliability and reflected by the following absolute and relative indicators: list and attendance employees of the enterprise and (or) its internal divisions, selected categories and groups for a specific date; average headcount employees of the enterprise and (or) its internal divisions for a certain period; the proportion of employees of individual departments (groups, categories) in the total number of employees of the enterprise;

The rate of growth (gain) in the number of employees of the enterprise for a certain period; the average category of workers in the enterprise; the proportion of employees with higher or secondary specialized education in the total number of employees and (or) employees of the enterprise; average work experience in the specialty of managers and specialists of the enterprise; staff turnover for hiring and firing employees; capital-labor ratio of workers and (or) workers at the enterprise and others.

Distinguish between attendance, payroll and average payroll composition. The number of employees shows the number of employees who showed up for work on a specific date. Payroll - all permanent and temporary employees who are in the enterprise, both currently performing work and being in regular vacations, business trips, performing public duties, not showing up for work due to illness or any other reason. The payroll is given on a certain date according to the list, taking into account the employees who were hired and left on that date.

In addition to the number of employees, the quantitative characteristic of the labor potential of the enterprise and its internal divisions can also be represented by the fund of time worked out by the employees of the enterprise, which can be determined by multiplying the average number of employees by the average duration of the working period in days or hours:

The profession is understood as a kind labor activity, requiring certain knowledge and practical skills to perform a certain type of work. Within the profession, specialties are distinguished - a type of activity that has specific characteristics and requires additional knowledge and skills to perform work in a specific production area (for example, profession: locksmith, specialty: toolmaker, fitter and etc.; economists (profession) are subdivided into marketers, financiers, etc.).

Employees of each profession and specialty differ in the level of qualifications. Qualification is a set of knowledge and practical skills that allow performing work of a certain complexity, and is reflected in qualification (tariff) categories, categories. Tariff categories and categories are also indicators that characterize the level of complexity of work. By the level of qualifications, workers are divided into: unskilled, low-skilled, skilled, highly skilled.

Labor productivity in an organization is influenced by the following factors: 1. Organizational and economic: an increase in the concentration of production, deepening of specialization and strengthening of cooperation production processes, improving the organization of labor and production, improving labor rationing, eliminating downtime for organizational reasons, reducing the number of maintenance personnel.

2. Technical and economic factors: improving equipment and technology, increasing the level of mechanization and automation of production, eliminating downtime for technical reasons, improving the quality of work of repair shops. 3. Socio-economic factors: improving material and moral incentives for labor, compliance labor discipline, training and retraining of personnel, professional development of workers, improvement of working conditions, life and rest of workers. 4. Natural factors: climatic conditions, soil fertility, location of production, productive potential of farm animals and plants.

For quantify of manufactured products and the time required for its production, various indicators are used, which are subdivided into natural, cost, labor. Natural indicators reflect production marketable products in pieces, meters or conditionally natural units, per one average worker (working), or for a certain period. Natural indicators are used mainly in those enterprises where the range of products is insignificant.

Labor indicators of labor productivity include the labor intensity of products, which reflects the cost of working time for the production of a unit of output. The labor intensity of a product is understood as the sum of all labor costs for the production of a unit of output per this enterprise: Tr = T / Q

With the cost method of measuring labor productivity, the amount of work is taken in monetary terms. Example: a team of workers consisting of five people completed the volume of work in the amount of 120 million rubles per shift, the labor productivity of each (output) per shift will be: 120: 5 = 24 (million rubles), respectively, per hour of work: 24: 8 = 3 (million rubles).

The cost measurement method allows you to compare the productivity of workers of different professions, qualifications, for example, a pastry chef and a baker, a turner and a driver. But the disadvantage of this method is the influence price factor market conditions and inflation.

The natural method of measuring labor productivity is applied in the case of production (output) homogeneous products... The volume of work is determined using natural measures, such as: tons, pieces, meters, liters, etc. Example. If 10 shop workers produced 800 parts in a week, then the output of each will be: 800 in a week: 10 = 80 (parts); per day 80: 5 = 16 (details).

The natural method is distinguished by simplicity and clarity of calculations. However, the use of the method is limited: it cannot be used when calculating labor productivity in those areas where various products are produced or manufactured, for example, tractors and cultivators.

A variety of the natural method is the conditionally natural method, when the volume of work is accounted for in conventional units of homogeneous products. So, wagons of different capacities are transferred to biaxial, cans of different capacities into conventional cans. Conversion into conventional units is performed using conversion units (coefficients).

Example: At a dairy plant, during a shift of 15 workers, 10 tons of sour cream, 5 tons of cream, 25 tons of milk and 2 tons of animal butter were produced. To calculate the average labor productivity, conversion factors for milk production are used: 1 ton of sour cream is equal to 8.5 ton of milk, 1 ton of cream, 5.7 ton of milk, 1 ton of animal oil, 23 ton of milk. Then average productivity labor of 15 workers per shift will be: (10x8.5 + 5x5.7 + 25x1 + 2x23) / 15 = 12.3 (tons of milk products).

The conditionally natural method is convenient for use, since the production (sale) of many different goods (services) using conversion factors can be brought into a comparable form. For example, the cost of selling flour, bread and pasta can be expressed in terms of conversion factors into the cost of selling one conventional kilogram of bakery products.

When measuring labor productivity by the labor method, the standards of time for the production of a unit of product or the sale of a unit of goods are used: Fri = (Volume of production in units of work time) / (Actual work time), where Pt is labor productivity measured by the labor method.

Example: In a workshop, two workers per shift (8 hours) produced 20 parts A, for which a time rate of 30 minutes per unit is set, and 40 parts B, for which a time rate of 15 minutes is set. minute will be: Fri = (30 x x15) / 2 x8 x 60 = 1.25 (details).

The advantage labor method is the possibility of its application to all types of work and services. But for the widespread use of the method, time standards are required for each type of work, which are not always available. This method cannot be used to calculate the productivity of workers on time wages for whom time norms do not apply.

Labor productivity is influenced by the labor intensity of work. Labor intensity is an indicator characterizing the cost of living labor, expressed in working time, for the production of goods (services). Labor intensity is measured, as a rule, in standard hours (actual hours) of work spent on the production of a unit of work. The indicator is the reciprocal of labor productivity and is calculated by the formula T = Pw / Kp where T is labor intensity; PB work time; Kp the amount of products produced.

Example: During a month, 10 units of product A were produced in production, the labor intensity of which is 20 hours, 20 units of product B with a labor input of 30 hours and 30 units of product C with a labor input of 15 hours. ) / () = 20.8 (h per unit of product).

Example: If the labor intensity of a tractor is 10 times higher than the labor intensity of a cultivator, then the labor productivity of workers who made two tractors per shift can be compared with the labor productivity of workers who made 18 cultivators per shift. 1. Let us determine the labor productivity of workers who made tractors, using the labor intensity of the production of cultivators: 2 X 10 = 20 (cultivators). 2. Let's compare the labor productivity of workers who made tractors and cultivators: 20: 18 X 100% = 111.1%.

So, using the conditional labor intensity of products (works), it is possible to estimate the labor productivity of workers employed different kinds activities. In the given example, the labor productivity of workers in the production of tractors is 11.1% higher than the labor productivity of workers engaged in the production of cultivators.

The use of the labor intensity indicator allows for more accurate and comparable calculations of labor productivity. Between the indicators of labor productivity and labor intensity, there is Feedback: the lower the labor intensity, the higher the labor productivity and, accordingly, the greater the volume of work performed.

Labor force Employable population Women aged years Men aged years Persons older and younger than working age Pensioners Schoolchildren

Economically active population (labor force) Employed Unemployed In the production sphere In the non-production sphere 1. Entrepreneurs; 2. Employees; 3.Military personnel; 4. Full-time students; 5. Individuals of liberal professions Able-bodied population registered with the employment service and ready to start work Economically active population (labor force) Employed Unemployed In the production sphere In the non-production sphere 1. Entrepreneurs; 2. Employees; 3.Military personnel; 4. Full-time students; 5. Individuals of liberal professions 1. Entrepreneurs; 2. Employees; 3.Military personnel; 4. Full-time students; 5. Individuals of liberal professions Economically active population (labor force) Employed In the production sphere

Categories of labor resources (personnel) Managers Specialists Workers Employees Junior service personnel Director Chief Specialists and deputies Director Chief specialists and deputies Main auxiliary Cashier Bookkeepers Timekeepers Cashier Bookkeepers Timekeepers Janitors Cleaners Couriers, etc. Wipers Cleaners Couriers, etc.

Groups of personnel by length of stay at the enterprise Permanent Seasonal Temporary Unlimited period For a period of more than 6 months A period of no more than 6 months (for seasonal periods) For a period of up to 2 months Up to 4 months when replacing temporarily absent workers

Indicators for assessing labor resources: 1. The structure of employees of the enterprise; 2. Average listed and average annual number of employees; 3. Ratio of staff retirement; 4. Ratio of reception of frames; 5. Coefficient of stability of personnel; 6. Average length of service for certain categories of workers; 7. Staff turnover; 8. Turnover on reception; 9. Turnover on dismissal; 10. Ratio of intensity of hiring and dismissal Indicators for assessing labor resources: 1. The structure of employees of the enterprise; 2. Average listed and average annual number of employees; 3. Ratio of staff retirement; 4. Ratio of reception of frames; 5. Coefficient of stability of personnel; 6. Average length of service for certain categories of workers; 7. Staff turnover; 8. Turnover on reception; 9. Turnover on dismissal; 10. Ratio of intensity for hiring and firing

GENERAL INDICATORS OF ESTIMATION OF LABOR RESOURCES IN CONSTRUCTION: 1. The volume of completed construction installation works for 1 average annual employee; 2. Completed volume of construction and installation work for 1 person-day; 3. Completed volume of construction and installation work per 1 man-hour GENERAL INDICATORS OF ASSESSMENT OF LABOR RESOURCES IN CONSTRUCTION: 1. Volume of completed construction and installation work per 1 average annual employee; 2. Completed volume of construction and installation work for 1 person-day; 3. Completed volume of construction and installation work per 1 man-hour

THE MOST IMPORTANT INDICATORS OF ESTIMATION OF LABOR RESOURCES IN THE INDUSTRY: 1. Production of products per unit of time by one worker: a) in value terms (in case of heterogeneous production) b) c in kind(with homogeneous products); 2. Labor intensity of products; 3. Specific indicators in the subsectors of industry (labor costs per 100 tons of processed beets, etc.) THE MOST IMPORTANT INDICATORS OF ESTIMATION OF LABOR RESOURCES IN THE INDUSTRY: 1. Production output per unit of time by one worker: a) in value terms (in case of heterogeneous production) b ) in kind (with homogeneous products); 2. Labor intensity of products; 3. Specific indicators in the subsectors of industry (labor costs per 100 tons of processed beets, etc.)

WAYS TO INCREASE LABOR PRODUCTIVITY: 1. Improving the quality of raw materials; 2. Optimal loading production capacity; 3. Reducing the cost of raw materials; 4. Mechanization and automation of labor; 5. Introduction of resource-saving, waste-free and low-waste technologies; 6. Labor-saving equipment and technology; 7. Scaling up of production and concentration; 8. Improvement of labor organization and management; 9. Motivation of staff; 10. Rationing and scientific organization of labor WAYS OF INCREASING LABOR PRODUCTIVITY: 1. Improving the quality of raw materials; 2. Optimal utilization of production capacity; 3. Reducing the cost of raw materials; 4. Mechanization and automation of labor; 5. Introduction of resource-saving, waste-free and low-waste technologies; 6. Labor-saving equipment and technology; 7. Scaling up of production and concentration; 8. Improvement of labor organization and management; 9. Motivation of staff; 10. Rationing and scientific organization of labor

People and labor

8th grade

Population

144 million people

Younger than working age

Able-bodied

Over working age

(over 55.60 years old)

27 million people

(16-55.60 years old)

25 million people

90 million people

Disabled

Able-bodied

3 million people

87 million people

• Part of the country's population capable of working on the farm

90 million people

Employed in personal subsidiary plots

Working pensioners

Pupils

(14 - 16 years old)

69 million people

10 million people

8 million people

3 million people

Employed population

Unemployed

63 million people

6 million people

• Persons employed in the economy and unemployed

Unemployed - these are people:

• Unemployed
• Job seekers
• Ready to start working within a specified time

Causes of unemployment

• SOCIO-ECONOMIC CRISIS:

reduction in production

6% - average for the Russian Federation

• Central Russia, North Western Siberia, Volga region, South of the Urals

• Moscow - 0.8
• Yaroslavl region - 1.7
• Samara region - 1.7
• Lipetsk region - 0.8
• Moscow region - 3.3

• North-West, South of Western Siberia, Eastern Siberia

• North Caucasus, South of Eastern Siberia, Kola Peninsula

• Republic of Ingushetia - 23.9
• Kabardino-Balkar Republic - 9.1
• Tuva Republic - 9.0
• Chechen Republic - 74.2

• Emigration: USA, Greece, Cyprus, UK, Germany
• Immigration: Ukraine, Turkey, China, Moldova, Vietnam, Bulgaria, Georgia

Work skills acquired

education

Competitive

workforce ability

The ability to learn new things, relearn

Sociability, ability to communicate with people

• Labor market
• Labor market

• Labor market- the sphere of the formation of demand and supply for labor.
• Through the labor market is carried out sale work force for a certain period.
• Feature of the labor market and its mechanism: the object of sale and purchase on it is the right to use work force , knowledge , qualifications and ability to labor process .

Labor market

Labor market - this is the ratio of the demand for labor and its supply

The cost of labor is wage... In the labor market, one party (sellers) is represented by persons looking for suitable work, the other (buyers) - by employers - entrepreneurs or their representatives

Low wages

High wages

Employer:

Employer:

you can dial

more

get along

how can you

Workers

number of employees

Employee:

Employee: I really want to get a high-paying job

no big

work

for a low

Many workers

Few workers

seats, high

seats, low

demand for labor

demand for labor

Few willing

High labor supply

work, small

offer

work force

Unemployment

Shortage of workers

• Knowledge
• Skills
• Making independent decisions
• Knowledge of foreign language
• Competitiveness
• Mastering new types of profession
• work experience
• Discipline
• Organization
• Communicative culture

Unemployment

Unemployment- this is a socio-economic phenomenon, consisting in the fact that some part of the economically active population of the country for some time or permanently does not have a job and earnings

Distribution of the number of unemployed by age group

• Geography of unemployment
• Geography of unemployment

Economy of areas with high unemployment rate where a large share is occupied by agriculture, the level of urbanization is lower than the Russian average, the rate of creation of new jobs is lower than the rate of growth of the working-age population.

Low unemployment rate observed in areas of new development (for example, in the Far North of Russia). Since the majority of the population of these regions is mainly newcomers, they do not find work and return to their homeland.

• The geography of unemployment in Russia depends on:
• demographic situation and, from the structure of the economy.
• Areas with high natural population growth tend to have high unemployment rates.
• The main reason is that every year large contingents of young people enter the working age, while a much smaller number of people leave for retirement. The economy of these regions - agriculture takes a large share, the level of urbanization is below the national average, the rate of creation of new jobs is lower than the rate of growth of the able-bodied population.
• Regions of high natural growth are at the same time regions with a less developed economic structure.

• Natural population growth;
• There are fewer retirements than the number of young people entering working age;
• Population migration;
• The speed of job creation;
• New requirements for labor resources;
• The largest decline in production;
• Urbanization level;
• Labor resources from outside;
• Low wages
• Decline in production

• Requirements for a modern worker in a market environment

Living conditions and requirements for workers are changing so quickly that once an education is acquired, it can no longer ensure competitiveness in the labor market for the rest of your life. Therefore, a modern worker must also be able to acquire new knowledge and skills, that is, to engage in self-education.

The best way to “learn to learn” is to try to master as many knowledge and skills as possible, to master new professions and types of occupation. The more types of activity a person has mastered, the more confident and “stable” he feels in the labor market.

Labor resources of the enterprise

1 The personnel of the enterprise, its
structure and methods
definitions
2 Labor productivity
3 Remuneration
4 State
regulation of labor
relations at the enterprise

Labor
resources -
socio-economic
category characterizing
potential labor reserves,
which has
society at this stage
its development.

Staff
is complete
hired personnel
employees of the organization (for
excluding the manual),
performing various
production and economic functions.
Part of the staff who
officially listed in her
states is called cadres.
Personnel characteristics

The personnel of the enterprise, its structure and methods of determination

quantitative:
payroll (number
employees hired by the enterprise
documents)
attendance (estimated number
payroll employees who
given day must come to work for
fulfillment of the production task)
average headcount (amount
number of employees on payroll
for each calendar day of the month (including
holidays and weekends) is divided into
number calendar days months)
structural (composition and quantitative
the ratio of individual categories and groups
employees of the enterprise)
Personnel characteristics

The personnel of the enterprise, its structure and methods of determination

Industrial - production
staff (directly involved
in the production process, and
manages it) - staff of the main
types of activities.
Non-industrial personnel (not directly
associated with the release of products:
workers of housing and communal services
economy, cultural and household and
medical and sanitary institutions, etc.,
on the balance sheet of the enterprise)
Separation of personnel by function

The personnel of the enterprise, its structure and methods of determination

Personnel by the nature of labor functions
Categories
Workers
Major (employed in
technological processes,
aimed at creating
"Profile" for this
product organization)
Auxiliary (work in
auxiliary units -
repair, tool,
transport, warehouse)
MOS (junior attendant
staff) - (janitors, couriers,
drivers of personal
car guides and
buses carrying
employees)
Employees
Leaders
(administration)
Specialists (economists,
sociologists, psychologists,
engineering and technical
workers)
Other employees
(cashiers,
clerks,
commandants)
Structural scheme PPP (statistical structure of personnel)

The personnel of the enterprise, its structure and methods of determination

Profession
a special type of work activity that requires
certain theoretical knowledge and practical
skills
Speciality
type of activity within the profession that has
specific features and requires from employees
additional special knowledge and skills.
Skill level
the degree of mastery of a particular profession by workers
or specialty that is reflected in
qualification (tariff) categories and categories
Professional competence
a measure of an employee's qualifications (ability to
the necessary level to perform their functions as in
normal and extreme conditions, successfully
learn new things and quickly adapt to changing
conditions)
The nature of work ( analytical framework staff)

The personnel of the enterprise, its structure and methods of determination

Depending on the term:
permanent
temporary
seasonal
Splitting into international practice
management workers (managers
upper, middle and lower level),
engineering and technical personnel and
office workers ("white
collars ");
manual workers
("Blue collars");
social infrastructure workers
("Gray collars").
Personnel classification

The personnel of the enterprise, its structure and methods of determination

Personnel planning methods

The personnel of the enterprise, its structure and methods of determination

where Q is the volume (quantity)
r
Q Н Вр
FEf K VN
units of production;
НВр - the norm of time for
product unit (hour);
FEf - useful (effective)
working hours of one worker
per year (hour);
KVN - performance factor
norm.
Useful (effective) working time of one
the worker is determined based on the calculation:
calendar fund of working time, which
corresponds to the number of calendar days in a year;
the nominal fund of working time, which
less than the calendar one by the number of days off and
holidays in the year;
useful (effective) fund of the worker
time that is less than the nominal value
planned absenteeism (vacation, illness, etc.).
Method for determining the need for labor intensity of work

The personnel of the enterprise, its structure and methods of determination

Indicators
Total
1.
Calendar fund of time, days including:
festive
weekend
2. Nominal fund of time, days
3. No-show, days
including: holidays
366
8
85
273 = 366 – 8 - 85
31,2
30
truancy
0,7
downtime
0,5
4. Number of actual working days
241,8 = 273-31,2
5. Average planned working day (nominal), h
7,67
6. Losses due to shortening of the working day, h
0,05
7. Average actual working hours (actual),
h
8. Useful fund of working time, h
7,62 = 7,67 - 0,05
1842.5 = 7.62x241.8
The procedure for determining the useful fund of time of one employee

The personnel of the enterprise, its structure and methods of determination

Reception turnover - is a number
persons employed after graduation
educational institutions, by organized recruitment, in
the order of transfer from other organizations, according to
the direction of employment agencies, according to
her own invitation, and so on.
Disposal turnover - characterized by
the number of people who left the organization
for a given period, grouped by
reasons for dismissal. Depending on these
reasons it is necessary and unnecessary
(fluidity).
The required turnover on disposal - has a
are objective reasons: health status
workers, family circumstances,
legal requirements (for example, about
military service), natural (age), and
therefore inevitable.
Personnel movement in the organization

The personnel of the enterprise, its structure and methods of determination

Staff turnover
is the percentage ratio of the number
dismissed by on their own and because of
violations of labor discipline of employees for
a certain period of time to the average
their numbers for the same period
Measures taken to reduce staff turnover:
improving working conditions and remuneration;
the fullest use of abilities
workers;
improving communication and learning;
effective policy of social
(corporate) benefits;
constant analysis and adjustment of personnel
politicians and wages;
increasing the attractiveness of labor,
activities performed, etc.
Staff turnover

Labor productivity

Labor productivity or
labor cost efficiency in
material production,
determined by the number
products produced per unit
working time, or costs
labor per unit of production
Performance metrics
labor:
product development;
labor intensity of manufacture
products
Labor productivity

Labor productivity

Output per worker unit
time (per employee)
Q
q
,
T (H)
cn
where Q is the volume of production for a certain
period (month, quarter, year);
T is the cost of working time for
the production of these products;
Emergency - the average number of PPP in
the same period.
Labor intensity is the reciprocal of
development. Distinguish labor intensity
normalized, actual and planned
Determination of production and labor intensity

Labor productivity

Types of performance meters
labor:
natural (definition of completed
volume of work (output) in
unit of time per employee);
cost (accounting for various works
or production of various types
products. Expressed in cost
work performed or implemented
products for a certain period of time,
per employee);
labor (expressed in normalized
working hours and is determined
the ratio of the amount of work performed
in standard hours to actually
hours worked)
Assessment of labor productivity

Labor productivity

Ptr
Q
r



indicators);


time
Natural indicator of labor productivity

Labor productivity

Ptr
B
r
where ПТр - labor productivity;
B - revenue;
r - average headcount
working for a certain
time period
Cost indicator of labor productivity

Labor productivity

Ptr
r
Q
where ПТр - labor productivity;
Q is the volume of manufactured products,
work performed (in kind
indicators);
r - average headcount
working for a certain period
time
Labor productivity indicator

Labor productivity

change in technical
production level;
perfection
management, organization
production and labor;
volume change and
structure of production;
other factors
Factors of change in labor productivity

Labor productivity

Reducing the complexity of manufacturing
products (technological,
production and complete);
Improving the use of working time
(introduction scientific organization labor,
strengthening labor discipline,
reduction of staff turnover);
Reserves for improving the structure, increasing
competence of personnel and the best
use of labor (mechanization and
more efficient use of labor
auxiliary workers, relative
lay off workers, decrease
specific gravity administratively management personnel, improvement
psychological climate in the labor
collective).
Intra-production growth reserves
labor productivity

INDICATORS OF EFFICIENCY OF THE USE OF LABOR RESOURCES IN THE AGRARIAN SECTOR OF THE ECONOMY:

Labor participation rate
resources in public
production
Utilization rate

Utilization rate
working hours of the day
Seasonality coefficient
use of labor resources

Coefficient of participation of labor resources in social production

TF - labor resources,
participating in
production, people;
Тн - availability of labor
resources, people
Utilization rate
working hours during the year
RF - working hours
actually
spent,
Рв -possible
annual worker fund

Working time utilization rate of the day

Vf - actually
hours worked, h;
Bp - set
working hours of the day, h.
Seasonality coefficient
use of labor
Zm - maximum or
resources
minimum employment
employees per month, h;
Зср - average monthly
employment of workers, h.

developing an appropriate
legislative and regulatory framework and
monitoring compliance
legislation;
direct participation of the state in management
labor relations in the budget
sphere;
withdrawal of part of the company's income through
system of taxation and compulsory
payments to the budget, its redistribution
and impact on market formation
labor and related personnel
potential
The main forms and directions of state regulation

State regulation of labor relations at the enterprise

Federal laws
Russian Federation;
By-laws of bodies
executive power;
Local regulations
(collective and labor
contracts)
Legislative and regulatory framework of labor law
Russian Federation

State regulation of labor relations at the enterprise

Freedom of labor;
The right to work in conditions that meet
safety and hygiene requirements;
The right to remuneration for work in
amount not less than the minimum payment
labor established by federal
by law;
The right of workers to individual and
collective labor disputes with
using their
permissions set
federal law;
The right to rest.
Constitutionally enshrined labor rights

Labor resources - a socio-economic category that characterizes the potential reserves of labor that society has at this stage of its development. Labor resources - a socio-economic category that characterizes the potential reserves of labor that society has at this stage of its development.

The personnel of the enterprise, its structure and methods of determination Personnel is the complete personnel employees organizations (with the exception of management) performing various production and economic functions. Personnel is the full staff of employees of the organization (with the exception of management) performing various production and economic functions. The part of the staff that is officially listed in its states is called personnel. The part of the staff that is officially listed in its states is called personnel. Personnel characteristics

The personnel of the enterprise, its structure and methods of determination are quantitative: quantitative: payroll number (number of employees hired by the company according to documents) payroll number (number of employees hired by the company according to documents) attendance number (estimated number of payroll employees who should appear on the given day for work to complete the production assignment) attendance (the estimated number of payroll employees who on a given day must come to work to complete the production assignment) average payroll (the sum of the number of payroll employees for each calendar day of the month (including holidays and weekends) is divided by number of calendar days of the month) average payroll (the sum of the number of payroll employees for each calendar day of the month (including holidays and weekends) is divided by the number of calendar days of the month) structural (composition and quantitative ratio of individual categories and groups of employees of the enterprise) structural (composition and quantitative ratio of individual categories and groups of employees of the enterprise) Personnel characteristics

The personnel of the enterprise, its structure and methods of determination Industrial - production personnel (directly involved in the production process, and also supervises it) - personnel of the main activities. Industrial - production personnel (directly involved in the production process, and also supervises it) - personnel of the main activities. Non-industrial personnel (not directly related to the production of products: employees of housing and communal services, cultural, welfare and medical and sanitary institutions, etc., which are on the balance sheet of the enterprise) Non-industrial personnel (not directly related to production: employees of housing and communal services , cultural and welfare and medical and sanitary institutions, etc., which are on the balance sheet of the enterprise) Separation of personnel by function

The personnel of the enterprise, its structure and methods of determination Structural diagram of the PPP (statistical structure of personnel) Personnel by the nature of labor functions Categories Workers Main (employed in technological processes aimed at creating a "profile" product for this organization) Auxiliary (work in auxiliary departments of repair, instrumental , transport, warehouse) MNP (junior service personnel) - (janitors, couriers, drivers of personal cars, management and buses transporting employees) Employees Managers (administration) Specialists (economists, sociologists, psychologists, engineering and technical workers) Other employees (cashiers, clerks, commandants)

The personnel of the enterprise, its structure and methods of determination. Profession is a special type of labor activity that requires certain theoretical knowledge and practical skills. Specialty is a type of activity within the profession, which has specific characteristics and requires additional special knowledge and skills from employees. The level of qualification is the degree of mastery by employees of a particular profession or specialty, which is reflected in qualification (tariff) categories and categories.Professional competence is a measure of an employee's qualifications (the ability to perform their functions at the required level both in normal and in extreme conditions, to successfully master new things and quickly adapt to changing conditions) The nature of work (analytical structure of personnel)

The personnel of the enterprise, its structure and methods of determination Depending on the term: permanent permanent temporary temporary seasonal seasonal division in international practice management workers (top, middle and lower level managers), engineering and technical personnel and office workers ("white collars"); management workers (top, middle and lower level managers), engineering and technical personnel and office workers ("white collars"); manual workers (blue collars); manual workers (blue collars); social infrastructure workers ("gray collars"). social infrastructure workers ("gray collars"). Personnel classification

The personnel of the enterprise, its structure and methods of determination. The useful (effective) working time of one worker is determined based on the calculation: the calendar fund of working time, which corresponds to the number of calendar days in a year; calendar fund of working time, which corresponds to the number of calendar days in a year; the nominal fund of working time, which is less than the calendar one by the number of days off and holidays per year; the nominal fund of working time, which is less than the calendar one by the number of days off and holidays per year; useful (effective) fund of working time, which is less than the nominal by the amount of planned absenteeism (vacation, illness, etc.). useful (effective) fund of working time, which is less than the nominal by the amount of planned absenteeism (vacation, illness, etc.). Method for determining the need for labor intensity of work where Q is the volume (number) of product units; Н Вр - time norm per unit of production (hour); F Ef - useful (effective) working time of one worker per year (hour); К ВН - coefficient of compliance with norms.

The personnel of the enterprise, its structure and methods of determination The personnel of the enterprise, its structure and methods of determination The procedure for determining the useful fund of time of one employee Indicators Total 1. Calendar fund of time, days including: holidays Nominal fund of time, days 273 = 366 - Absenteeism, days 31.2 including: vacations30 absenteeism0.7 downtime0.5 4.Number of actual working days241.8 =, 2 5. Average planned duration of a working day (nominal), h7.67 6. Losses due to a reduction in the duration of a working day, h0.05 7. Average actual duration of the working day (actual), h 7.62 = 7.67 - 0.05 8. Useful fund of working time, h 1842.5 = 7.62x241.8

The personnel of the enterprise, its structure and methods of determination Turnover on admission - represents the number of persons who are recruited after graduation from educational institutions, according to organized recruitment, in the order of transfer from other organizations, in the direction of the employment authorities, at the invitation of herself, etc. Turnover on admission - represents the number of persons who are recruited after graduation from educational institutions, according to organized recruitment, in the order of transfer from other organizations, in the direction of employment agencies, at the invitation of her, etc. Disposal turnover is characterized by the number of persons who left the organization for a given period, grouped for reasons of dismissal. Depending on these reasons, it is necessary and unnecessary (fluidity). Disposal turnover is characterized by the number of persons who left the organization for a given period, grouped for reasons of dismissal. Depending on these reasons, it is necessary and unnecessary (fluidity). The required turnover on disposal has objective reasons: the health status of employees, family circumstances, legal requirements (for example, on military service), natural (age), and therefore is inevitable. The required turnover on disposal has objective reasons: the health status of employees, family circumstances, legal requirements (for example, on military service), natural (age), and therefore is inevitable. Personnel movement in the organization

H vyb - the number of employees who left for the period; H vyb - the number of employees who left for the period; H sp - the average number of employees for the period. H sp - the average number of employees for the period. The rate of retirement of personnel K VK: The rate of acceptance of personnel K PC: where H pr - the number of employees hired for the period. where H pr is the number of employees hired for the period.

The coefficient of personnel turnover K OBK: where H uv - the number of workers dismissed during the period for absenteeism, of their own free will, for violations of labor discipline. where H uv is the number of workers dismissed during the period for absenteeism, of their own free will, for violations of labor discipline. Personnel turnover rate К ТК:

The personnel of the enterprise, its structure and methods of determination Personnel turnover is the percentage ratio of the number of employees dismissed of their own free will and due to violations of labor discipline for a certain period of time to their average headcount for the same period Measures taken to reduce staff turnover: improving conditions labor and remuneration; improving working conditions and remuneration; the fullest possible use of the abilities of workers; the fullest possible use of the abilities of workers; improving communication and learning; improving communication and learning; implementation of an effective policy of social (corporate) benefits; implementation of an effective policy of social (corporate) benefits; constant analysis and adjustment personnel policy and wages; constant analysis and adjustment of personnel policy and wages; increasing the degree of attractiveness of labor, the types of activities performed, etc. increasing the degree of attractiveness of labor, the types of activities performed, etc.

In agricultural production, the seasonality of labor is the main reason employee dissatisfaction Agriculture the results of their labor and leads to staff turnover. Seasonality leads to a loss of a significant amount of gross output, uneven expenditure of labor and its payment throughout the year. Staff turnover

Labor productivity Labor productivity Labor productivity, or the efficiency of labor costs in material production, is determined by the amount of products produced per unit of working time, or labor costs per unit of production. Labor productivity indicators: output; product development; labor intensity of product manufacturing labor intensity of product manufacturing Labor productivity

Production output per unit of working time (per employee) where Q is the volume of production for a certain period (month, quarter, year); T is the cost of working time for the production of this product; H sp - the average number of PPP in the same period. Labor intensity is the reciprocal of production. Distinguish between normalized labor intensity, actual and planned Determination of production and labor intensity

Labor productivity Types of labor productivity indicators: natural (determination of the amount of work performed (output) per unit of time per worker); natural (determination of the amount of work performed (output) per unit of time per employee); cost (accounting for various jobs or production of various types of products. Expressed in the cost of work performed or products sold for a period of time, attributable to one employee); cost (accounting for various jobs or production of various types of products. Expressed in the cost of work performed or products sold for a period of time, attributable to one employee); labor (expressed in standardized working hours and is determined by the ratio of the volume of work performed in standard hours to the actual hours worked)

Labor productivity Natural indicator of labor productivity where P Tr - labor productivity; Q is the volume of products manufactured, work performed (in kind); r is the average number of employees for a certain period of time

Labor productivity Labor productivity indicator where P Tr - labor productivity; Q is the volume of products manufactured, work performed (in kind); r is the average number of employees for a certain period of time

Labor productivity change in the technical level of production; change in the technical level of production; improvement of management, organization of production and labor; improvement of management, organization of production and labor; changes in the volume and structure of production; changes in the volume and structure of production; other factors other factors Factors of changes in labor productivity

Labor productivity Reducing the labor intensity of manufacturing products (technological, production and complete); Reducing the labor intensity of manufacturing products (technological, production and complete); Improving the use of working time (introducing a scientific organization of labor, strengthening labor discipline, reducing staff turnover); Improving the use of working time (introducing a scientific organization of labor, strengthening labor discipline, reducing staff turnover); Reserves for improving the structure, increasing the competence of personnel and better use of the labor force (mechanization and more efficient use of the labor of auxiliary workers, the relative release of workers, a decrease in the proportion of administrative and managerial personnel, an improvement in the psychological climate in labor collective). Reserves for improving the structure, increasing the competence of personnel and better use of the labor force (mechanization and more efficient use of the labor of auxiliary workers, the relative release of workers, a decrease in the proportion of administrative and managerial personnel, an improvement in the psychological climate in the work collective). Intra-production growth reserves of labor productivity

INDICATORS OF EFFICIENT USE OF LABOR RESOURCES IN THE AGRARIAN SECTOR OF THE ECONOMY: social production Coefficient of participation of labor resources in social production Coefficient of use of working time during the year Coefficient of usage of working time during the year Coefficient of usage of working time of the day Coefficient of usage of working time of the day Coefficient of seasonality of use of labor resources Coefficient of seasonality of use of labor resources

Coefficient of participation of labor resources in social production Tf labor resources involved in production, people; TF labor resources involved in production, people; T n availability of labor resources, people T n availability of labor resources, people The coefficient of the use of working time during the year Рф working hours actually worked, Р in the possible annual fund of working hours, h.

The utilization rate of the working time of the day Vf actually worked time of the day, h; Vf actually worked time of the day, h; At the established working hours of the day, hours At the established working hours of the day, hours З m maximum or minimum employment of workers per month, hours; S avg average monthly employment of workers, h. Coefficient of seasonality of use of labor resources

Government regulation labor relations at the enterprise Basic forms and directions of state regulation development of an appropriate legislative and regulatory framework and control over compliance with legislation; development of an appropriate legislative and regulatory framework and control over compliance with legislation; direct participation of the state in the management of labor relations in the public sector; direct participation of the state in the management of labor relations in the public sector; withdrawal of part of the enterprise's income through the system of taxation and mandatory payments to the budget, its redistribution and impact on the formation of the labor market and the corresponding human potential withdrawal of part of the enterprise's income through the system of taxation and mandatory payments to the budget, its redistribution and impact on the formation of the labor market and the corresponding human potential

State regulation of labor relations at the enterprise Legislative and regulatory framework of the labor law of the Russian Federation Federal laws of the Russian Federation; Federal laws of the Russian Federation; By-laws of executive authorities; By-laws of executive authorities; Local regulatory legal acts (collective and employment contracts) Local regulations (collective and labor agreements)

State regulation of labor relations at an enterprise State regulation of labor relations at an enterprise Constitutionally enshrined labor rights Freedom of labor; Freedom of labor; The right to work in a safe and hygienic environment; The right to work in a safe and hygienic environment; The right to remuneration for work in an amount not lower than the minimum wage established by federal law; The right to remuneration for work in an amount not lower than the minimum wage established by federal law; The right of employees to individual and collective labor disputes using the methods of their resolution established by federal law; The right of employees to individual and collective labor disputes using the methods of their resolution established by federal law; The right to rest. The right to rest.