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Labor function - what is it? Changing the labor function of an employee. What should be understood by the labor function

In the socio-economic literature, there are genus, type and subspecies of labor. Under the type of labor, many authors understand those areas of activity that historically stood out from the general undifferentiated activity. primitive people as a result of the social division of labor. These include farming, craft (industry) and trade. These occupations are called branches of the economy, or branches National economy.

During further development from major types of activity stood out numerous species(industries within sectors of the national economy) and subspecies (sub-sectors) of labor. The concept of "type of labor" is closely related to the concept of "type of product". Different types of labor are presented in different types of products necessary to meet the needs of people and society. Consequently, the needs for various types of products determine the division of labor into different kinds his.

The process of division, differentiation of labor was accompanied by a complication of the structure of social production and social labor. From individual types of labor, new types of labor were distinguished, associated with the creation of new products that became necessary to meet the needs of people. The appearance of new products, their transformation into an integral part of the population's consumption, into a need, led to the formation and isolation of specific types of labor, to the specialization of production and people, and the separation of new industries as independent ones. New types of labor differed in their specificity both in relation to the objects and tools of labor, and the professional abilities of the workers employed in them.

At the end of the XX century. within each branch of the national economy there are already many branches and sub-sectors producing certain types final products. Thus, the industry of Russia in 1997, for example, included the following industries: oil refining, coal, ferrous metallurgy, non-ferrous metallurgy, petrochemical, mechanical engineering and metalworking, woodworking, pulp and paper, textile, clothing, footwear, food.

Each of these sectors, in turn, is divided into sub-sectors. For example, mechanical engineering and metalworking includes up to 20 sub-sectors that produce final products. Among them: power engineering, metallurgical engineering, mining engineering, railway engineering, automotive industry, electrical industry, etc.

Along with the process of differentiation, there has been and is a process of integration of individual subspecies (sub-sectors) and types (sectors) into larger ones. structural units in order to reduce costs for manufactured products and maintain a stable position in the market. Thus, the automotive industry was often combined with tractor and agricultural engineering. In the 90s, the process of dividing and merging industries and sub-sectors, standardizing new organizational structures(RAO UES, GAZPROM, financial industrial groups, etc.). The formation of new economic structures is primarily due to economic reasons. Particularly large changes have taken place in the market infrastructure. Stock, commodity, currency exchanges, labor exchanges (employment centers) were created, commercial banks, a new tax system, etc., which are trying to quickly respond to changes in market conditions. In particular, under the influence financial crisis On August 17, 1998, many banks began to merge into new financial structures: holdings (this form was chosen by banks Menatep, Most-bank, Onexim-bank, etc.), pools (Moscow commercial banks). Their actions are dominated by economic considerations, interests of profit and survival. It should be noted that the emergence of new economic structures is not always the result of market self-organization of economic entities. Often they arise as a result of strong-willed, administrative decisions of federal authorities (for example, the creation of a single ministry on the basis of the ministries of economy and trade economic development and trade of the Russian Federation).

Consequently, the differentiation and integration of new types and subtypes of labor is influenced by changes not only in the productive forces, but also in socio-economic and organizational relations.

The content of individual work. The category "content of labor" reveals general properties the process of labor as a process carried out between man and nature, regardless of the specific social system, from the historically determined mode of production. The content of labor is due to changes in the material factors of production and the qualifications of the worker.

The concept of "content of labor" is most often used when characterizing individual labor, a particular workplace and specialty, or professional group. Individual labor under the conditions of specialization of production is the sum or aggregate of interconnected actions or operations distributed among individual workers. Operations inherent in this or that type of labor, inseparable from it and ensuring the creation of a product or semi-finished product, are called labor functions. The totality of the worker's labor functions is the main thing that reveals the concept of "content of labor".

Labor functions, being the main integral part process of labor, do not exhaust all its diversity. A specific labor process in a specific setting may have individual actions performed before, after or during labor, but which can be transferred to other participants without disturbing the normal process. labor activity(tray of materials, semi-finished products, warehousing, loading into storage finished products or semi-finished products, etc.). All these individual actions that are part of the labor process, but which can be separated from the main activity without damage and transferred to others, are auxiliary labor operations. Consequently, a specific labor process consists of basic labor functions and auxiliary operations. Selection of the latter in independent view labor became the basis for the formation of a special category of workers - auxiliary workers.

The content of labor determines the way the worker functions, its connection with the conditions and organization of labor. In the pre-industrial era, the most characteristic labor functions inherent in individual labor were the functions of management, executive and source of physical energy. With the advent of machines, the function of the source of energy was largely transferred to mechanical systems, tools.

Machines, objects and tools make certain demands on the worker, his abilities. The employee must be able to use them, master certain labor techniques, skills, bring elements of creativity, enrich physical actions mental energy. All this leads to the development of the worker and his reciprocal effect on the further improvement of tools and objects of labor, on mechanization, computerization and organization of labor. From this we can conclude that the main factor determining the change in the content of labor is scientific and technological progress. In developed countries, investing in a worker, in improving his skills, in the so-called human capital, has become more profitable than investing in tools and objects of labor. And preferential investments in the development of the worker certainly affect the content of labor, make it more meaningful, creative, and have an impact on the improvement of tools and objects of labor.

Scientific and technological progress gives an increasing role to management functions, which are greatly modified under its influence. For a person, it remains in the form of goal-setting, i.e. determining the purpose of production, programming it, controlling production and regulating it. These functions become decisive in modern production.

Changes in the content of labor, i.e. in its functions, lead to changes in professions, to the combination of individual professions and the emergence of broad-profile professions, and this, in turn, leads to a change in the professional composition and structure of workers. Thus, the mechanization of transport work reduces and eliminates some groups of auxiliary workers, engaged mainly in manual labor, and the use of automatic lines brought to life such a new profession as an automatic line adjuster. This profession requires a broad technical outlook, the proportion of mental, logical operations increases in labor. Changes in the content of labor and the emergence of new professions are significantly influenced by changes in the organization of production and labor. Thus, the transition to market relations, the creation of a market infrastructure contributed to the emergence of many new professions: manager, auditor, dealer, broker, advertising agent, etc.

Labor plays an extremely important role in the existence and development human society and each of its members. Only in the process of labor does a person create the benefits necessary for his existence. That is why labor is the basis of human life and development. In human nature itself, the need to work as a necessary and natural condition life.

Here is how K. Marx defined labor and its role in human life: “Labor as a creator of use values, as useful labor, is independent of any public forms a condition for the existence of people, an eternal natural necessity: without it, the exchange of substances between man and nature would not be possible, i.e. would not be possible on its own human life". And further: “The process of labor ... is an expedient activity for the creation of use values, appropriation given by nature for human needs, the universal condition of the exchange of matter between man and nature, the eternal natural condition of human life.

The role of labor is manifested in the functions it performs. In all the variety of social functions performed by labor, a number of basic ones can be distinguished (Fig. 1.3).

Rice. 1.3. Labor functions

The first and most important function of labor is consumer . It manifests itself in the fact that labor acts as a way to satisfy needs. The basis for satisfying individual and social needs is the production of material and spiritual goods, the creation of social wealth. In that - creative labor function. Satisfying needs and creating wealth, labor underlies all social development - it determines social status person, forms the social strata of society and the foundations of their interaction, thereby fulfilling social function. Creating all the values ​​of human existence, acting as a subject of social development, a person in the course of preparing for work and in the very process of labor activity acquires knowledge and professional skills, masters ways of communication and interaction, forms himself as a person and as a member of society, constantly develops and improves . In that - human-creative labor function. Finally, labor acts as a force that opens the way to freedom for mankind. Freedom-creating The function of labor lies in the fact that it is in labor and with the help of labor that mankind learns both the laws of nature and the laws of its development, and armed with their knowledge, can take into account in advance the ever more distant natural and social consequences of its activity.

All functions of labor are important and interconnected. The main thing that unites them is a focus on satisfaction. needs person and society. Everything that people do during their life, all human life, has only one driving reason - the desire to satisfy needs.

It should be noted that until now there is no clear and completely indisputable understanding of the essence and definition of the concept of need. Most often, the need is defined as "the need, the need of the subject (employee, team, society) for something for its normal functioning", as "the objective desire of a person to consume material and spiritual goods".


Fig.1.4. Hierarchy of needs according to A. Maslow

Of interest is such a detailed definition of need as “the subjective attitude of the individual (to phenomena and objects environment), in which a contradiction is experienced (between the achieved and potentially possible in the development of values ​​- in the case of spiritual needs, or between the cash and necessary resources of life - in the case of material), acting as a source of activity.

Exist a large number of various classifications needs. The most popular is the classification proposed by the American psychologist Abraham Maslow, which includes five groups of needs, conventionally divided into primary and secondary (Fig. 1.4). A more detailed classification was proposed by the Russian psychologist S.B. Kaverin (Fig. 1.5). It is based on the principle activities(everything, that

Rice. 1.5. Classification of needs according to S.B. Kaverina

makes a person during his life, is exhausted and is described by only four main types of activity: work, communication, knowledge and recreation) and the principle subordination.

A perceived human need takes shape interest- the desire to satisfy the need in some way. This desire motivates a person to certain actions. The internal motivation for activity and activity aimed at satisfying needs is called motive, and the process of forming such motives - motivation. The impulse to activity and certain activities can also be external in relation to the subject. In this case it is called incentive, and the process of creating conditions that encourage individuals to act in a certain way - stimulation. The variety of incentives for labor activity can be combined into several classification groups (Fig. 1.6).


Fig.1.6. Classification of work incentives

The desire of the subject to satisfy the needs he has realized determines the goals of his activity. The ideas of a person, a team, society as a whole about the main and important goals of activity, as well as about the main means of achieving these goals are called values, and the focus on certain values ​​- value orientation.

The satisfaction of most needs is one way or another connected with a person's labor activity and has the most direct impact on the quality and efficiency of his work (Fig. 1.7).


Rice. 1.7. Mechanism of influence of needs on labor behavior

Functions (actions, operations, duties) that people perform in the labor process should be distinguished from labor functions. As with many other issues, there is no single point of view among specialists on the composition and classification of these functions. The following functions are most often distinguished in the labor process:

· logical (thinking) associated with the definition of the goal and the preparation of a system of necessary labor operations;

· performing- putting tools into action different ways depending on the state of the productive forces and the direct impact on the objects of labor;

· control and regulation- observation of technological process, the progress of the planned program, its clarification and adjustment;

· managerial, associated with the preparation, organization of production and management of performers.

Each of these functions, to one degree or another, may be present (or not present) in the labor of an individual worker, but it is certainly characteristic of aggregate labor. The totality of actions, operations, functions distributed between individual employees, their interaction and interconnection form content of labor. Depending on the predominance of certain functions in a person's labor activity, the complexity of labor is determined, and a specific ratio of the functions of mental and physical labor is formed.

A change in the composition of labor functions and the time spent on their implementation means a change in the content of labor. The main factor causing changes in the content of labor is scientific and technological progress.

Rice. 1.8. Classification of types of labor

The content of labor reflects the belonging of a particular type of labor to a particular field of activity (labor in the field of material production, in the service sector, science, culture and art, etc.), industry (labor in any industry, in construction, on transport, in agriculture), type of activity (work of a scientist, entrepreneur, manager, worker, etc.), profession and specialty (Fig. 1.8). The content of the work is reflected in qualification and tariff-qualification reference books, regulations on departments of organizations, job descriptions.

The main elements of the system of production relations that determine the nature of labor are:

the attitude of workers to the means of production, the form of ownership of the means of production (for example, private labor and wage labor);

the method of connecting workers with the means of production (forced and voluntary labor, bonded and free labor);

the connection between the labor of an individual and the total labor of society (personal and social, individual and collective labor);

the attitude of workers to work (initiative and non-initiative labor, conscientious and unscrupulous);

degree social differences in labor due to social structure workers, differences in the level of their training, the content of the functions performed, working conditions.

The content and nature of labor are closely related, as they express different aspects of the same labor activity. The combination of the characteristics of the content and nature of labor makes it possible to single out different types (varieties) of labor and group them according to certain characteristics. Figure 1.8 shows an approximate, non-exhaustive, classification of types of labor.

When hiring a new employee, the employer always specifies the range of duties that he will have to perform, in other words, his labor function. This contributes to the certainty and stability of labor relations. The employee knows all his duties and bears a certain responsibility for their fulfillment.

However, there are cases when, for one reason or another (organizational or economic nature), there is a need to formalize a change in the labor function. In this situation, it is important to comply with all legal requirements and document the process at the proper level. In the article we will discuss the professional standard, labor function, as well as documentary support for its change.

Labor function: concept

This concept is legally enshrined in Article 57 of the Labor Code of the Russian Federation. Within the meaning of this legal norm, a labor function should be understood as work in a specific position in accordance with the staffing table, profession and specialty with the obligatory indication of qualifications, as well as the type of specific activity that the employee is assigned to. Thus, the concept has two interpretations according to the Labor Code of the Russian Federation.

The labor function is what is enshrined in the employment contract. The wording in it will depend on which interpretation of the concept you choose in each specific situation. So, in the first option, a clause is to be included in the employment contract, for example, with the following content: “The employee undertakes to perform work in the position of chief specialist (chief accountant, leading legal adviser, etc.)”. Specific labor obligations, which at the same time the newly hired employee will perform, are the basis for creating a job description.

If the function of labor activity is interpreted according to the second option, then the entry in the employment contract also changes. For example, it may sound as follows: “This employee is entrusted with the performance of plumbing (assembly, loading and unloading, etc.) work.

Experts are of the opinion that, within the meaning of Art. 15, Part 2 of Art. 57 of the Labor Code of the Russian Federation, the concepts of "job title" and "labor function" are not identical in content. In fact, the second is one of the characteristics of the first. The labor function is specified by certain job responsibilities.

Documentation of the labor function

It has already been said above that the labor function of an employee is work according to the position in accordance with the staff list, profession and specialty. At the same time, the qualifications and the specific type of work assigned to the new employee are separately indicated.

Analyzing this definition, we can conclude that the labor function should be documented. First of all, this is done in the staff list, which indicates the profession and position. In addition, it is specified in the text of the concluded employment contract.

By signing it, the employee thereby expresses his agreement with the specified labor function that the employer plans to entrust to him. In order to change it in the future, the mutual consent of both parties will be required. Even in the event of a change in technological or organizational conditions, labor legislation does not allow a change in the function of labor activity only at the request of the employer, that is, unilaterally.

As a rule, the scope of an employment contract is limited and does not allow describing in detail all the duties of an employee due to a particular profession or position. In this case, the job description comes to the aid of the employer, which can be issued in the form of an application or a separate local regulatory act.

Not so long ago, amendments were made to the labor legislation regarding the so-called Occupational Standard. It refers to the characteristic of the qualification that an employee needs to carry out professional activity any a certain kind, including and to perform any specific labor function. Occupational standards have been developed and are applied in practice only in accordance with Articles 195.2, 195.3 of the Labor Code of the Russian Federation.

Effective contract - what is it?

The Government of the Russian Federation issued a Decree containing a program to improve the conditions relating to wages. It reveals the concept of an effective contract. In fact, this is the same classic (labor) contract with an employee, but it details not only the terms of payment and job responsibilities, but also performance indicators, as well as criteria for evaluating its effectiveness, which later form the basis for calculating incentive payments , measures of social support. That is, the salary depends directly on the results of labor and the quality of municipal (state) services provided by the employee.

So, an effective contract is a formalized employment relationship based on:

  • the presence in the institution of a task (state or municipal) and target indicators characterizing the effectiveness of activities (they are approved by its founder);
  • evaluation system effective execution an employee of his labor function (actions), which consists of a set of indicators and criteria approved by the employer in the manner prescribed by law;
  • a wage system that takes into account differences in the complexity of the work performed by employees, as well as the quality and quantity of labor expended (it must be approved in the prescribed manner by the employer);
  • the system of labor rationing, approved in the prescribed manner by the employer;
  • detailed specification of the types of labor functions, taking into account the specifics inherent in each separate industry, in employment contracts and job responsibilities, criteria and indicators to assess the effectiveness of labor, as well as the conditions for its payment.

AT this moment for some areas of activity, their own methodological basis for the gradual introduction of an effective contract into practice has already been developed: medical and educational institutions, sphere of culture and social services.

Drawing up an employment contract: how to use the professional standard?

It doesn't matter what you choose - an employment contract in its classic version or an effective contract - in any case, it indicates the employee's labor functions - this is not a wish, but a necessity. To do everything right, you should be guided by professional standards.

It is considered a mistake to indicate only the position in the employment contract, because it is not a labor function. The Labor Code of the Russian Federation in Article 57 regulates its content. Separately, it is emphasized that it is necessary to reflect in the text “work according to the position”, and not just its name. Often, employers violate the Labor Code of the Russian Federation, not suspecting that the fine for this offense can be a very decent amount - from 50 to 100 thousand rubles. Moreover, they can be summed up if the inspector finds a violation in several employment contracts.

So, according to the Labor Code of the Russian Federation, the labor function should be prescribed, but how to do it right? By simply rewriting the job description into a standard employment contract, the employer effectively ties his hands. Help in this matter is just called professional standards.

Contract - separately, job description - separately

Often you can find a situation where the job description of the employee is simply rewritten in the employment contract. The employer is reinsured and fulfills Art. 57 labor law, but this is not entirely correct.

With this approach, the instruction is part of the employment contract, which means that it will be possible to make changes to it only with the consent of the employee (it is given in writing), since they will directly relate to the change in labor function - this is confirmed by Article 74 of the Labor Code of the Russian Federation. When an employee does not agree, nothing can be changed and it is also not possible to fire him.

In order to reserve the possibility of making adjustments to the duties of the employee and at the same time comply with the requirements of labor legislation, the employer can reflect in the contract only general labor functions that can be found in the professional standard. They are specified depending on the skill level of the specialist. But in the job description, drawn up in a separate document, the employer already indicates the algorithm of actions of a particular employee.

How to distinguish a function from an action? In fact, everything is simple. The labor function is a task, and actions are specific operations, which together are the algorithm for its implementation.

Conversion of an employment contract

The general procedure for amending employment contracts is established by Article 74 of the labor legislation. At the initiative of the employer (in other words, unilaterally), this can occur in the event of a change in working conditions of an organizational and technological nature. It is this provision that should be guided by the implementation of an effective contract.

With its introduction, key changes will affect the terms of the employment contract regarding remuneration and employee duties. In this case, the employer is obliged to indicate the reasons for the adjustment and justify them as inevitable. It is necessary to refer to the change in the conditions regarding remuneration and the Program approved by the Government of the Russian Federation, which established clear criteria and performance indicators.

How to change job (labor) instructions?

Can an employer change a job description without the consent of an employee? The answer is maybe. She is local normative act. It is not the labor function of the employee that is subject to adjustment, but his actions. The Labor Code of the Russian Federation does not prohibit this. At the same time, there is no need to notify the employee for the 2 months established by law and obtain his consent to this procedure. It is enough just to acquaint him with the updated job description. However, it is important to remember that when adding new labor actions to it, it is necessary to ensure that they do not contradict and correspond to the general labor functions prescribed in the contract. In practice, it often happens when, for example, a janitor, as they say, "in the load" is given the duties of a janitor. In this form, this situation is unacceptable.

If the employer wants to entrust the employee with any new labor functions that are not included in his professional standard, this will have to be done in a different way. The algorithm of actions is the following. First, with the consent of the employee, he adds the general labor function from the second professional standard to the employment contract, and only then begins the development of a new job description. In this case, the employee will already have to meet the requirements of two professional standards.

Legislation allows for a change in the labor function, given right employer and employee is enshrined in Article 72 of the Labor Code of the Russian Federation. This action is formalized by transfer to another job, and it can be both temporary and permanent.

Changing the labor function for a while

The labor function can be changed for a certain period of time. Thus, article 72.2 of the labor law establishes that an employee can be transferred for up to one year, or until the absent employee leaves, to another job.

In this case, mutual written consent is required to change the labor function. Training (additional) on new position may not be. In any case, all aspects of such a transfer are negotiated by the parties, and their consent is always required. The exception is situations when there was an industrial accident, man-made or natural disaster and other exceptional cases that put the life and health of the population at risk. It is possible to issue a transfer in this state of affairs without the consent of the employee, but the period should not exceed one month.

Changing the labor function of an employee on a permanent basis

Not a temporary, but a permanent change in the labor function is also possible and can be caused by various kinds of circumstances: the initiative of an employee or employer, other objective reasons. In part, the same principles apply as in the previous case.

If the initiator of the permanent transfer is the employer, then he will have to obtain the consent of the employee. Registration is carried out according to Article 72.1 of the Labor Code of the Russian Federation. The exception is emergency situations.

The initiative may also come from the employee, moreover, in certain cases, he may require a transfer, then the parties must document this.

In addition, a change in the labor function in this form can be caused by such an objective factor as a medical report. In all the cases listed above, amendments to the employment contract must be made.

Does the transfer formalize the renaming of a position?

In practice, you can often find a situation where, for one reason or another, the name of the position changes. For example, there was an “OT engineer”, but it became a “OT specialist” or a “forwarding driver” - just a “driver”.

As a rule, they change not only the title of the position, but also the circle of official duties. In this case we are talking on the transfer of an employee.

If there is a change in position without changing the labor function, the transfer to another job is not issued. Nevertheless, even a partial renaming should be regarded as an adjustment to the employment contract. Therefore, it is important to reflect everything documented. First of all, changes are made to the existing staffing table, then to the employment contract with the employee and his work book.

Do I need to give the title of the position in accordance with the professional standard?

There is no direct indication that it is the responsibility of the employer to rename all existing positions in his staff list in accordance with appropriate professional standards. However, if an organization plans to implement them in one way or another, it would be advisable to do so. It is necessary to issue an order of the appropriate content. All directly affected employees should be made aware of upcoming changes. Please note that the law does not oblige the employer to implement professional standards for all employees at once. The transition can be planned and phased.

What to do if the employee does not meet the professional standard?

If you turn to Labor Code, then you can find in it an article about such a basis for dismissal of an employee as non-compliance with the professional standard. However, at the same time, a limitation is set. Dismissal is possible at the request of the employee in the event that he does not correspond to the position he occupies, or has insufficient qualifications. This fact must be confirmed by certification.

Consider the economic elements of labor activity. Labor activity is carried out through the labor process. Any labor process presupposes the presence, first of all, of the following elements: the labor force possessed by the worker, objects of labor and means of labor.

Employee possesses a set of physical and mental abilities and skills (labor force) that are used by him in the labor process.

Objects of labor- this is everything that labor is aimed at, that undergoes changes in order to acquire useful properties and thereby satisfy human needs.

Means of labor- this is what the worker acts on the objects of labor. These include machines, mechanisms, tools, fixtures and other tools, as well as buildings and structures that create the necessary conditions for the effective use of labor tools.

labor process there is a process of association and consumption work force, as well as objects and means of labor in order to create new use values. The labor process is carried out in a certain environment, which is characterized by different working conditions. Moreover, the labor process is not just a mechanical combination of its elements, but their organic unity, and the decisive factor here is the worker. In the process of labor, the worker, with the help of means of labor, carries out pre-planned changes in the object of labor.

The labor process is possible if the worker, objects of labor and means of labor perform certain production functions: a person - labor functions, means and objects of labor - mechanical, thermal, chemical and other production functions to give the object of labor the necessary properties.

Production functions it is the content of the labor process that allows you to create material values and provide services. The implementation of production functions is possible in certain organizational conditions: an organizational structure of production must be formed, methods of organizing production are applicable, a technology for the production of products or the provision of services has been developed. Methods of organizing production- these are ways of influencing production teams and individual production workers in order to coordinate their activities in the process of manufacturing products or providing services. Organizational structure of production(production structure) is the composition of production units, their specialization, cooperation and relationships, subordination and interaction in the process of producing products or providing services. Production technology- these are ways of influencing the objects of labor, requirements for production workers, the procedure and modes of using the means of labor in the manufacture of products or the provision of services.

The labor process is impossible without interaction with the environment and depends on its state. As a result of the completion of the labor process, products of labor- a substance of nature, objects or services that have the necessary properties and are adapted to human needs. Environment is the provision of labor safety, compliance with psychophysiological, sanitary and hygienic, ergonomic and aesthetic requirements for working conditions, taking into account economic and social relations in the organization and the country.

During the course of work, the following elements are involved:

    information- the subject of labor of a managerial worker who processes information, data coming to workplace, with a view to adopting management decision or obtaining new information;

    technical controls- this is what the employee uses to act on information or data. These include computer technology, organizational technology, administrative buildings and structures that contribute to the effective work of managerial personnel;

    control functions- this is the content of the process of managerial work, substantiating, developing, making and implementing managerial decisions;

    management organization methods- these are ways of influencing management teams and individual management employees in order to coordinate their activities in the process of substantiating, developing, adopting and implementing management decisions;

    organizational structure of management- this is the composition of management units and services, their specialization and functional relationships (horizontal and vertical), subordination and interaction in the process of justification, development, adoption and implementation of management decisions;

    control technology- a set of techniques, methods, forms and methods for establishing rational interaction between management units, line and functional managers in order to organize effective work on substantiation, development, adoption and implementation of management decisions;

    management decisions- a product of managerial work, a directive act of purposeful influence on the object of management.

The labor process is carried out in an environment that imposes requirements on working conditions. Working conditions- this is a combination of elements of the labor process, the environment, the organization of the workplace and the attitude of the employee to the work performed, which individually or in combination affect the functional state of the human body in the labor process, his health, performance, job satisfaction, life expectancy, reproduction of the labor force , the comprehensive development of physical, spiritual and creative forces and, as a result, the efficiency of labor and the results of labor activity.

Working conditions are formed under the influence of a combination of interrelated socio-economic, technical, organizational and natural factors are objective social phenomenon. To socio-economic include socio-political, economic, legal and socio-psychological factors. This group of factors, as a rule, has a positive effect on the formation of working conditions. Technical and organizational factors- these are means and objects of labor, production technology, organization of labor production, methods of transporting raw materials, products, etc. natural factors- geographical, climatic, geological, biological - have their own characteristics. These factors act almost constantly, therefore, in addition to taking into account their direct impact on working conditions (on temperature, pressure, etc.), it is necessary to constantly take them into account already at an early stage of creating equipment, developing technology, organizing production and labor, as well as in the development and implementation of many legal and economic measures. All three groups of factors are important, but the group of technical and organizational factors has the most significant impact on changing working conditions.

Formed under the influence of a combination of these factors, working conditions are divided into four groups:

    psychophysiological;

    sanitary and hygienic;

    aesthetic;

    socio-psychological.

Formation of the first three groups conditions of the working environment depends on the employer, so the adaptation of working conditions to the person is his responsibility. As for the socio-psychological group, it is formed as a result of the attitude of the employee to the work performed and, of course, primarily depends on the employee himself, although the employer has a certain influence on his adaptation to working conditions.

The content of labor is determined through labor functions . Labor function- a set of labor actions, techniques and operations performed by an employee in a certain sequence in the production of material goods or the implementation of other specific types of labor in various fields human activity. Depending on the role of the worker in labor process distinguish the following labor functions:

    energy when the worker sets in motion the means of labor;

    technological when an employee, through the use of means of labor, processes objects of labor;

    control and regulation associated with the observation and control of the movement of objects and means of labor, adjustment, regulation of equipment, etc.

    managerial associated with the management of people, justification, development, adoption and implementation of decisions. The managerial function, in turn, includes energy, technological and control and regulatory functions in relation to the conditions of managerial work.

Under the influence of mechanization, automation, computerization, the content of labor functions is changing.

Based on the performance of various labor functions by people, a functional division of labor is formed.

For example:

    workers in mechanical engineering, metallurgy, transport, construction industry, etc.;

    workers of foundry, mechanical, assembly, electroplating and other shops;

    foundry workers, machine operators, repairmen, electricians, etc.;

    employees of the sales department, personnel department, planning and economic department, economic bureau, etc.;

    HR manager, marketing manager, economist, accountant, etc.

A sign of such a division is the nature of the content of the labor function.

Labor function (type of work) is

one of the main conditions of the employment contract and is determined by the establishment by the parties of the employment contract of the profession, specialty, qualification and

the position in which the employee will work

in a particular enterprise, institution, organization.

Without defining the labor function of labor

the contract cannot be concluded, and therefore not

an employment relationship will arise.

Profession Z is general form labor activity,

determined by the nature and purpose of the work performed (for example, a doctor, teacher, railway builder, etc.).

Specialty Z is a generic division of the profession, one of its varieties. Specialty reflects the direction of skills and specific feature knowledge in this profession (for example, the profession of a doctor,

specialty surgeon, general practitioner, ophthalmologist, etc.; profession Z builder, specialties Z

bricklayer, painter, plasterer, carpenter, etc.).

Qualification Z is the level vocational training, level theoretical knowledge, practical

skills and abilities in this area.

The position predetermines the boundaries of competence

employee, i.e. scope of his duties, rights and responsibilities. The name of the employee's position reflects the nature of the work performed, regardless of

specialization of enterprises, institutions, organizations

or the department in which he works, for example

labor protection engineer, speaker.

The labor function is a legal form that mediates all other conditions of the content of the labor relationship. If the labor function is associated, for example, with working with harmful conditions labor, then the employee has the right to additional

vacation, to receive special meals, etc.

Specification of the labor function is important

Practical value, because the person is obliged not to

only perform the work stipulated by the agreement,

but also has the right to demand from the owner (or a body authorized by him) to provide it.

The certainty of the labor function allows you to outline a specific range of rights and obligations of the parties, the establishment of which increases the responsibility for the task assigned, contributes to the proper organization

Labor. The owner or an authorized body

has the right to entrust the employee with a task that is not related to his labor function, has no right to change the labor function without the consent of the employee.

An accurate definition of the labor function is also important when establishing the working hours, the specific duration of rest time, the corresponding benefits and benefits for the established type of work.

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