What is the industrial production staff doing at the enterprise. Industrial and production personnel

20.09.2019

Why is it necessary to take into account industrial and production personnel and how is this carried out? In real labor relations there is such a thing as the personnel of a working enterprise. In other words, these are industrial and production personnel who carry out labor activities and ensure the implementation of all existing production programs.

What is meant by this term?

The personnel of a working enterprise is a specific group of individuals who carry out all the functions that this enterprise assumes. This is a key power working resource, on the use of which the entire efficiency of the enterprise depends.

Efficiency depends on the quality of work of all employees of the organization. If the team shows poor results, then the results of the work production plant will be negative. In order for the efficiency to become low, it is enough for the employees of only one department to show poor results, and this will certainly negatively affect the work of the entire organization.

In itself, this industrial staff is very heterogeneous. It includes many employees who are employed in a functioning enterprise in different areas, have different responsibilities. So, the categories of production personnel are divided into:

Production workers involved in industrial production.
Production personnel involved in the non-industrial field of work.

Production working personnel includes the following categories of workers:

employees involved in the execution of the current work process are the main staff, as well as everyone who works on an auxiliary basis;
employees of engineering and technical services;
employees of scientific organizations;
administrative staff, financiers and accountants.

Such is the composition of the working industrial personnel. The non-industrial composition includes the following categories of individuals:

everyone who is busy labor activity at enterprises in the field of public catering;
all employees of medical institutions;
persons working in the housing and communal services sector;
persons working in the leisure industry;
working in the subsidiary farm and listed on the balance sheet of the organization.

All employees are divided depending on the functions they perform into the following categories:

workers;
senior staff;
specialists;
employees, junior staff;
pupils;
guards.

Worker Duties

All workers have a basic duty, which is expressed primarily in the performance of their direct job functions. This means that they must come and do their job. This unites all workers, regardless of qualifications and status. But the specification of their work may be the broadest.

The personnel structure of the enterprise firmly divides the employees into 2 parts. Workers, as you know, are divided into key and those who carry out work as an auxiliary workforce. Their responsibilities are:

The main workers carry out the production process itself, make products.
The auxiliary workforce is busy serving the production process, simply helping the main staff.

Modernity dictates serious progress in the form of constant automation of the current workflow, computerization production technologies, operation of new flexible workable systems in mass and medium production. All these innovations, dictated by time, as a result lead to a very frequent revision of the production policy in relation to the personnel of individual operating enterprises.

Given how quickly process automation is proceeding, revising the attitude towards working personnel is becoming an increasingly urgent issue.

At the same time, the relationship between categories, including key and auxiliary ones, is also seriously changing.

So how are things going in the workplace right now? To date, the duties of employees by category are as follows:

Leading staff members. These are the personnel who directly manage all the processes taking place at the workplace. They exercise technical, economic and organizational control over the workers. Such employees include the director, all his deputies, heads of the engineering service, chief accountants, head of the economic department and chiefs of departments.
Specialists collect and filter information, primarily economists and technologists.
Technical employees. Dispatchers, cashiers, timekeepers, etc.
junior staff. Cleaners, cloakroom attendants, etc.
Students. This includes everyone who works for experience.
Guards.

Quantitative and qualitative indicators

The existing number of industrial and production personnel for each individual organization can be described using other indicators that take into account primarily their quantity and corresponding quality. Quantitative indicators mean and describe the number of employees, including the number of employees according to PPP. By quality, they do not mean the results of the work themselves, but the qualifications of persons employed in a particular organization. As a result, the number of workers is added to the qualifications of employees.

The concept of profession is certain type work activity, which, in turn, requires a variety of theoretical knowledge and skills already available as a solid experience. Often employees of the same specialization are divided into different groups.

Take, for example, the profession of a locksmith. What is the specialty of such an employee? In fact, there are two of them: a mechanical assembly fitter and a fitter working with measuring and control devices. That is, when analyzing the structure work force they will also have to be divided into 2 groups. The objectivity of studying the quality of the work process should take into account the specialization of each employee. Qualification should be examined separately from numbers.

Qualifications are the skills of a specialist that enable him to do his job. The level of complexity of work can be different - from the simplest to the one that only persons of one category of workers with education can do. Each specialization requires certain knowledge and practical training.

According to the level of workers are divided into the following categories:

low-skilled;
qualified;
highly qualified.

All standards for the number of industrial and production personnel in any case depend on these categories. The calculation of specialists, for example, is carried out when offsetting the degree of qualification of a particular professional. They are usually divided into the following categories:

Professionals with specialized education.
Persons who have higher education.
Professionals with the highest qualifications.
Individuals with advanced degrees.

These are not all qualitative indicators.

To give the appropriate characteristics to the work team, a technique called tariff categories is used. The main principles that affect the category of the worker are:

the educational level of the employee;
complex work to be done.

Based on these two key criteria, the same tariff category is formed in the future. The basis for this approach is the relevant qualification characteristics.

For a correct qualitative assessment, the following factors are taken into account:

specifics of the enterprise;
production size;
organizational and legal form;
belonging to any industry.

The structure of the organization's personnel indicates the number of all employees and in each category separately. As a rule, the bulk of the team members are occupied by workers, that is, those persons who directly carry out the production of products manufactured by the enterprise. In addition to all of the above, at present, the qualification level of work teams is constantly increasing, methods of training employees and their further retraining are being modernized.

But why is such an intensive practice of retraining of personnel carried out? The fact is that the main problem today is an acute shortage of specialized labor. There are various technological innovations that are often more problems create than decide. All these newly emerging difficulties rest on the quality of the working staff. Employers cannot find a sufficient number of professional personnel and are forced to retrain existing ones, raising their qualification level.

2.5. Production personnel of the enterprise

One of the main factors production process, as you know, is living labor, and its source in an industrial enterprise is its production personnel. For the successful operation of the enterprise it is necessary:

Full provision of the enterprise in terms of the number of employees;

Required professional and qualification staff;

Establishment of a rational structure of people employed in production;

Systematic replenishment of industrial personnel, in view of the dismissal of workers for various reasons;

Continuous training, retraining and advanced training of personnel.

All industrial and production personnel of the enterprise, regardless of the category of employees, are divided into professions, specialties and skill levels.

Profession characterizes certain kind activities of the worker, requiring special complex knowledge, skills and practical skills for its implementation, acquired as a result of special training and work experience.

Speciality - this is the result of deepening the professional division of labor of a certain category of workers. For example, the profession is an engineer, and specialties: mechanical engineer, process engineer, etc., or the profession is a locksmith, and specialties: fitter, toolmaker, etc.

Under qualification employees should be understood as their ability to perform work (duties) of a certain complexity within a particular profession in accordance with the level of education and training. The process of selection, training and placement of personnel in the enterprise has its own main goal bringing the qualifications of workers to the level of qualifications of the work they perform.

The personnel structure of a modern industrial enterprise includes:

The highest level of enterprise management is the president of the company, CEO and other members of the board (top managers);

The middle link in enterprise management is the heads of departments and independent departments, laboratories, shift supervisors, etc. (middle managers);

The lower levels of enterprise management are heads of subdivisions, laboratories, shift supervisors, etc. (lower managers);

Engineering and technical staff and office workers;

Workers engaged in physical labor;

Social infrastructure workers.

The classification of personnel in the Russian Federation is based on the nature of the functions performed in production by certain categories of workers, i.e. functional division of labor.

As part of the personnel of an industrial enterprise (see Fig. 2.4), depending on their participation in production activities, a group of industrial and production personnel (PPP) and a group of non-industrial personnel are allocated. All industrial and production personnel of the enterprise, according to the nature of the functions performed, are divided into the following categories of employees: administrative and managerial personnel (AMP), engineering and technical workers (ITR), employees, workers, junior service personnel (MOP), security workers. On fig. 2.4 shows the composition of the working industrial enterprise.

Fig.2.4. Composition of operating enterprises in accordance with the functional division of labor

To administrative staff include the head of the enterprise, his deputies, chief specialists, heads of departments and large departments and heads of structural divisions of the enterprise (production, workshops and branches of the enterprise). To category engineering include those working, carrying out the technical, production and economic management of the activities of the enterprise's divisions (technologist, shop economist, shift supervisor, site foreman, etc.). Service categoryreaping includes workers involved in accounting, clerical, administrative and economic functions (accountants, secretaries-typists, economists, etc.). To categories ofbarrels includes personnel directly involved in the technological process for processing raw materials into a finished product or engaged in servicing this process. The workers are divided into the main production workers (machinemen, apparatchiks, pressers, blast furnace workers, etc.) and auxiliary workers (workers engaged in maintenance, repair of equipment, preparation, loading and unloading of material and raw materials, etc. ). To MOS categories include workers employed in the performance of functions for the care of office and industrial premises, maintenance of the village, workers, engineers and employees. Students - these are persons enrolled in the staff of the enterprise and undergoing training to obtain, as a rule, a working profession directly at the workplace.

Employees related to enterprise security category, are engaged in sentry protection material values and property of the enterprise.

Non-industrial personnel - these are employees engaged in the maintenance and servicing of residential buildings, outpatient clinics, preschool institutions, subsidiary farms and other units of non-industrial infrastructure owned by the enterprise.

In accordance with the Labor Code of the Russian Federation (Labor Code of the Russian Federation), “the employer conducts vocational training, retraining, advanced training of employees, training them in second professions in an organization (at an enterprise), and, if necessary, in educational institutions of primary, secondary, higher professional and additional education on the terms and in the manner determined by the collective agreement, agreements, labor contract ”(Article 196 of the Labor Code of the Russian Federation). Vocational training is carried out in order to obtain a working or other profession in a particular specialty. Forms vocational training, retraining and advanced training of employees of the enterprise, as well as the list of necessary professions and specialties is determined by the employer, taking into account the wishes of employees and the needs of the enterprise. For employees undergoing on-the-job training, the employer is obliged to create the necessary conditions for combining work with study, to provide guarantees established by legislative acts, including the Labor Code of the Russian Federation, a collective agreement, agreements and an employment contract.

The process of training, retraining and advanced training of professional personnel is organized and carried out on different levels preparation. Thus, the training of workers of various professions is carried out in educational institutions initial vocational training (technical schools and lyceums), in training centers large enterprises or directly in the workplace as apprentices. Apprenticeship is carried out in the form of individual or team training in accordance with an agreement concluded between individual job seekers and employers.

The average level of professional training is focused on training medium-skilled specialists in a number of professions necessary for enterprises, including process engineers, accountants, economists, etc. Educational institutions of secondary vocational education (technical schools, colleges) are engaged in the preparation of such specialists.

Higher vocational education is intended for the training of enterprise specialists for whom higher vocational education is necessary in accordance with professional requirements. Such training is carried out by both state and non-state educational institutions of higher professional education. The enterprise can recruit specialists with higher vocational education how through open market labor, and through targeted training of such specialists. Targeted training of specialists, carried out by enterprises through the issuance of an order to a higher educational institution, acquired in last years fairly wide scale. In this case, the enterprise, regardless of the organizational and legal form, through the bodies of state or municipal administration, concludes agreements with one or another university for targeted training of specialists from among the persons recommended by this enterprise. The practice of working under such contracts has shown a rather high efficiency of such a way of training personnel, since, on the one hand, this helps to secure such specialists at the enterprise that sent them to study, and on the other hand, it allows to improve the quality of training specialists due to their target and in many respects individual learning.

Advanced training and retraining of personnel is an indispensable condition for their effective work. The need to implement this process is due to such circumstances as: the development of science and technology and the need to introduce its results into production, the rapid "aging" of knowledge and the need to update it, the desire of workers to improve their skills, motivated by the possibility professional growth and raising on this basis material and moral rewards. Further training and retraining of personnel, depending on the specific profession, is carried out at various courses, at specialized advanced training institutes, and at special faculties of higher educational institutions.

Headcount planning PPP is a purposeful process of determining the staffing of an enterprise in accordance with the necessary quantitative composition required by the structure of professions, specialties and qualifications both for the enterprise as a whole and for its structural divisions, as well as taking into account the prospects for the development of the enterprise. In the process of developing such plans, the total need for workers is calculated, which is the entire number of personnel for all its categories, necessary for the enterprise to perform the planned scope of work, as well as the additional need for workers, which is the number of personnel required in planned period in addition to the existing headcount of the base year and due to the planned increase in the volume of work of the enterprise.

The planning of the number of PPP of the enterprise is carried out in different ways depending on the category of employees. So, for example, planning the number of workers for the enterprise as a whole, its structural divisions, professions and skill level is carried out by the method of calculating the labor intensity. This number is calculated by dividing the planned amount of work in standard hours (labor input) by the useful (effective) fund of the working time of one worker in hours and by the planned percentage of the performance of production standards. In addition, the planned number of basic production workers can be calculated by dividing the planned volume of production in natural units of measurement by the planned rate of production of this product per worker. The planned number of time workers is determined on the basis of the establishment of service standards or based on the number of jobs. The calculation of the planned number of engineers and employees is carried out on the basis of the staffing table, the list of functional and job responsibilities, established standards, the structure of the enterprise and the management scheme, taking into account the shift and regime of its work.

Labor productivity and the organization of its payment. Labor productivity (production) is an indicator characterizing the efficiency of its use and evaluating the volume of output (in physical units, in value terms or in standard hours) of products by one worker per unit of time (usually per year ). Accordingly, there are three methods for determining this indicator: natural, labor and value.

natural method estimates of the indicator of labor productivity are used in mono-product industries, when the volume of output can be expressed in the corresponding physical (natural) units of measurement (pieces, tons, m 3, etc.). This method of calculating this indicator is accurate, but due to its incompatibility, it has limited scope applications, due to the extremely small number of industrial enterprises producing homogeneous products. When producing several types or brands of homogeneous products, the conditionally natural, or the method of conditional accounting units (conditional ton, conditional tire, etc.) is used.

labor method Evaluation of labor productivity is based on the use of the indicator of labor intensity of products, reflecting the volume of costs of living labor for the manufacture of a unit of output. In this case, the entire volume of production, for example, for a year, is estimated by the sum of labor costs and refers to the number of workers employed in the manufacture of this volume. This indicator is used mainly in machine-building enterprises and enterprises in the manufacturing industries when assessing the productivity of labor of the main production workers in separate areas, in teams and in the production of heterogeneous and work in progress products, the volume of which cannot be measured either in natural units or in value terms.

cost method measurement of labor productivity is the most universal and therefore found the most wide application. With it, you can calculate the productivity of labor in enterprises with multi-product industries. When using the cost method of valuation, it is possible to determine and compare labor productivity not only within one enterprise, but also in the region, industry and in the country as a whole. As the volume of production, when evaluating this indicator by the cost method, gross, marketable or sold products are used.

The level of labor productivity is influenced by many factors that can be divided into two groups: individual and external to the employee. Individual qualifications include qualifications, work experience in one place, age, etc. The following factors are considered external: working conditions, the level of labor intensity of products, operating system pay and incentives.

In accordance with Art. 129 Labor Code RF "remuneration - a system of relations related to ensuring the establishment and implementation by the employer of payments to employees for their work in accordance with laws, other regulatory and legal acts, collective agreements, agreements, local regulations and employment contracts". The salary of an employee is a remuneration for work, depending on his qualifications, complexity, quantity, quality and conditions of the work performed, as well as compensation and incentive payments.

Organization wages- the most important function of personnel management of the enterprise. For a worker, wages are practically the only source of personal income and the well-being of his family. Therefore, any employee is interested in the fact that wages, or rather its size, are most closely correlated with the results of his work. For the employer, the remuneration of workers acts as a cost of production. His interests are connected with the minimization of unit costs for wages in the cost of production. The elimination of these contradictions in the interests of the hired worker and the employer is the task of the wage system at the enterprise. At the same time, it must be remembered that, in accordance with the current legislation of the Russian Federation, the employer must guarantee the employee the minimum wage determined by this legislation, which in our country is still far from the subsistence level.

The real level of wages should provide normal living conditions, life, treatment and recreation of the worker and the possibility of reproduction of labor resources and, preferably, expanded ones. On the part of the employer, the necessary measures should be taken to reduce the unit costs of wages, but not at the expense of wage cuts, because this threatens him low level efficiency of their work, high staff turnover, shortage of labor force at the enterprise and other negative consequences.

The level of wages of an employee at an enterprise is determined by such factors as his qualifications, the complexity of the work performed, the quantity and quality of labor expended, his work experience at this enterprise, working conditions, etc. In accordance with the legislation of the Russian Federation, the maximum level salary is unlimited.

The organization of wages at the enterprise should be based on the following principles:

Equal pay for equal work;

Raising real wages as production efficiency increases;

Differentiation of wages depending on the labor contribution, content and working conditions;

Flexibility of the remuneration system, simplicity and "transparency" of its construction;

Strengthening the social protection of workers.

The Labor Code determines that in the Russian Federation a tariff system of remuneration is used, which includes tariff rates (salaries), a tariff scale, tariff coefficients, and the complexity of the work performed is determined on the basis of their tariffication.

The tariff system is a set of standards with the help of which the wages of workers of various categories are differentiated.

The tariff rate (salary) is a fixed amount of remuneration of an employee for the fulfillment of a labor norm (labor duties) of a certain complexity (qualification) per unit of time.

The tariff scale includes a set of tariff categories for work (professions, positions), determined depending on the complexity of the work and the qualification characteristics of employees using tariff coefficients.

Tariff coefficient (category) - a value that reflects the complexity of work and the qualifications of the employee.

The qualification category of an employee is a value that characterizes the level of his professional training.

The billing of work is the assignment of types of labor to wage categories or qualification categories, depending on the complexity of the work.

Systems of wages, wage rates, salaries and different kind payments are set:

Employees of organizations (enterprises) financed from the budget, relevant laws and other legal and regulatory acts;

Employees of other enterprises - collective agreements, agreements, local regulations and labor contracts.

The employer has the right to establish various systems of bonuses, incentive payments and allowances, as well as compensatory payments for employees of enterprises.

The most important indicator evaluating the effectiveness of the remuneration system is the average salary of employees of the enterprise for a certain period (month, year). The unified procedure for calculating the average wage, defined by the Labor Code of the Russian Federation (Article 139), provides that the average wage includes all types of payments provided for by the wage system used in the relevant organization (enterprise), regardless of the sources of these payments. The size of the average wage is a reliable indicator of the financial and economic condition of the enterprise and the best criterion for choosing a job in the labor market.

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enterprises (associations), organizations

In reporting on the labor of enterprises (associations), organizations individual industries material production provides for the division of workers into personnel:

employed in the main activity;

employed in non-core activities (in service and other farms).

Below is the procedure for classifying workers as personnel of the main or non-main activity at industrial enterprises, construction organizations and state farms.

24. At industrial enterprises (associations), personnel are divided into two groups:

industrial and production personnel (personnel of the main activity);

personnel of non-industrial organizations that are on the balance sheet of an industrial enterprise (personnel of non-core activities).

25. The number of industrial and production personnel of an enterprise (association) includes:

industrial and production personnel of independent industrial enterprises subordinate to the association, enjoying the rights provided for by the USSR Law on state enterprise(association);

industrial and production personnel of industrial structural units;

personnel of other structural units (research, design, design and technological organizations, computer centers, etc.);

employees of the management of the association, including employees of the separate apparatus of the association.

Industrial and production personnel, in particular, include employees:

25.1. main and auxiliary workshops, including employees of power, tool, compressor, steam and water supply, etc.;

25.2. ancillary industries: logging, peat extraction, quarries, container shops, production building materials, workers of printing houses, etc.

25.3. serving electrical and thermal networks, substations (operation and repair), employees of production services of energy departments;

25.4. transport shops (railway, road, water and other modes of transport) of enterprises that mainly serve production;

25.5. employed in loading and unloading operations, including customer service, employees of enterprises (conductors) accompanying goods to the destination station;

25.6. research, design, design, technological organizations that are on the balance sheet of the enterprise (association);

25.7. laboratories, including laboratory workers engaged in experimental, experimental and research work, employees employed in the design departments (bureaus) of an enterprise, including cases when they perform work for other enterprises and organizations;

25.8. engaged in the production and adjustment of experimental samples of new products;

25.9. engaged in commissioning, as well as the development (preparation) of production at new enterprises and facilities, are included in the industrial and production personnel from the moment the enterprise or individual workshops are put into operation, i.e. from the moment of signing the act on the acceptance of the enterprise (subdivision) into operation by the state acceptance commission or until the signing of the act on the acceptance of the enterprise (subdivision), if this enterprise (subdivision) has already begun the production of industrial products (at the same time, data for the corresponding period of the last year due to these employees are not recalculated);

25.10. the main production engaged in land reclamation;

25.11. employed at treatment facilities, which are on the balance sheet of the enterprise, fully or partially serving production;

25.12. refrigerators, which are on the balance sheet of industrial enterprises.

Note. Employees of refrigerators and refrigeration plants of the system of the Ministry of Trade of the USSR and consumer cooperation, consisting on an independent balance sheet, relate to personnel employed in warehouses and wholesale trade bases, and are not included in the report of an industrial enterprise in the form of N 2-t;

25.13. communication centers that are on the balance sheet of a production association, an industrial enterprise, including those that partially serve the population;

25.14. information and computing centers, computer centers, machine counting stations (bureaus), which are on the balance sheet of a production association, industrial enterprise, including those that perform work for other enterprises;

25.15. all types of security (military first category, professional fire, guard), who are on the staff of this industrial enterprise.

Note. Employees of the protection of housing, communal enterprises, agricultural enterprises and other types of non-industrial activities of an industrial enterprise are included in the staff of the relevant non-industrial organizations. Security guards who simultaneously serve industrial activities and non-industrial organizations are classified as industrial and production personnel;

25.16. mine, miner, factory showers and baths, serving only the personnel of this enterprise in production, as well as employees of factory laundries for washing overalls and workers at workshops for repairing overalls;

25.17. plant management, the head plant management, a separate apparatus of the production association with all departments and bureaus, including departments of logistics and sales, warehouses of raw materials, materials, finished products, as well as cleaning workers on the factory territory and employees of the apparatus of the housing and communal services department, if this department is structural unit factory management.

Note. Employees of departments or departments of capital construction (OKS, UKS) of an industrial enterprise, carrying out construction in an economic way, the number and wage fund of which are provided for in the plan for labor in construction, should be taken into account for construction. The report on labor in industry also does not include employees of workshops, sections, warehouses for storing equipment and building materials, subordinated to OKSs (UKSs), maintained at the expense of construction funds. A report on labor in construction is compiled for the specified personnel.

The personnel of the OKS (UKS) of an industrial enterprise that supervises (controls) the construction, but is maintained at the expense of funds allocated for construction, should also be taken into account for construction.

If the OKS (UKS) of an industrial enterprise does not perform construction and installation work in an economic way, but only carries out technical supervision of construction, is a structural unit of the plant management and is supported by the funds of the main activity, then the personnel of such OKS (UKS) should be included in the composition of the industrial production enterprise personnel;

25.18. employed in the overhaul and current repairs of equipment and Vehicle of their enterprise, as well as those engaged in the current repair of buildings and structures classified as the main industrial and production assets of the enterprise;

25.19. engaged in the delivery of finished products to the retail trade network (loaders, dispatchers, forwarders, car drivers) of food industry enterprises, except for enterprises of the meat and dairy industries;

25.20. collection and exchange points at car repair enterprises;

25.21. technical libraries;

25.22. those engaged in training, as well as persons undergoing training, and the wages accrued to them are taken into account for industrial and production personnel in those cases when, when expanding production capacities at operating enterprises, personnel training is carried out at the expense of core activities.

26. Construction organizations differ following groups personnel:

personnel employed in construction and installation works (personnel of the main activity);

personnel employed in ancillary industries;

27. Personnel employed in construction and installation works, in particular, include employees:

27.1. employed in the construction of buildings and structures, including the construction of temporary (non-title) buildings, structures, fixtures and devices, carried out at the expense of overhead costs;

27.2. employed in the installation of equipment;

27.3. employed in the overhaul of buildings and structures;

27.4. employed in the manufacture of non-standardized and boiler-auxiliary equipment directly on the construction site, in the work on the pre-assembly revision of the equipment and related refurbishment and in commissioning.

Note. If non-standardized and boiler-auxiliary equipment is manufactured in the workshops of a construction organization, then the personnel involved in the manufacture of this equipment is taken into account as part of workers employed in auxiliary production;

27.5. employed in hydraulic reclamation, drilling and blasting, overburden works and in works on antiseptics, thermal insulation works;

27.6. engaged in the primary cultivation of agricultural land;

27.7. employed in work on the gasification of apartments, carried out at the expense of the population, and in other contract work;

27.8. apparatus of construction and installation trusts and contractors (SU, SMU, RSU, mechanization departments, mobile construction units, etc.);

27.9. employed directly at the construction site (and not in separate auxiliary productions) in the manufacture of concrete, mortar, dosage and delivery of materials to construction machines, heating of concrete, heating of greenhouses;

27.10. engaged in loading and unloading operations and the movement of materials and equipment within working area, i.e. from the on-site (district) warehouse to the place of laying in the case.

Note. Workers involved in the transport of materials from the station railway, from base warehouses or from quarries to on-site warehouses, including the unloading of materials at on-site warehouses (their location is determined by project documentation), should be taken into account in service and other farms;

27.11. communications serving the construction, employees of showers, vats, etc. subdivisions serving workers directly at the construction site, as well as workers engaged in cleaning the construction site and premises at the construction site.

Note. Employees of housing and communal services (dormitories, bathhouses, etc.) are accounted for in service and other households;

27.12. trusts (offices, departments, bases) of mechanization, machine-rolling (repair-rolling) bases, mechanized columns engaged in the operation and maintenance of construction machines and mechanisms serving construction, as well as industrial and other organizations;

27.13. contractor organizations (SU, SMU, RSU), mechanization departments, mobile construction teams, etc.) engaged in the operation and maintenance of construction machines and mechanisms;

27.14. all types of security (military, professional, fire, guard), who are on the staff of this organization. Security guards simultaneously serving construction and installation works, subsidiary production, servicing and other households, are classified as personnel employed in construction and installation works.

Note. Employees of the security of auxiliary production, servicing and other farms allocated to a separate balance, refer to employees employed, respectively, in auxiliary production, servicing and other farms;

27.15. information and computing centers, computer centers, computer accounting stations (bureaus), which are on the balance sheet of construction and installation trusts, construction organizations, including those that perform work for other enterprises;

27.16. laboratories (except construction), regulatory research stations, safety services of construction and installation trusts, construction organizations;

27.17. departments of production and technological equipment.

Note. In cases where auxiliary workshops for the production and processing of building materials are created under the production and technological equipment departments, the number of employees in these workshops refers to workers employed in auxiliary production.

28. Personnel employed in ancillary industries include employees:

28.1. organizationally separate auxiliary industries and farms not allocated to an independent industrial balance, the number and wage fund of which are provided for in the plan for labor in construction: concrete and mortar production; production of reinforced concrete and concrete products, blocks and building stones; brick production; quarries for the extraction and processing of stone, crushed stone, sand, gravel and clay; forges, mechanical, carpentry, repair and other shops (except for car repair shops at car garages), construction yards; sawmill production; logging; power plants; steam power plants and other ancillary industries;

28.2. employed in mechanical, repair and other workshops (except for car repair shops), which are on the balance sheet of construction and installation trusts, construction organizations.

29. The following groups of personnel are distinguished on state farms:

personnel employed in agricultural production (personnel of the main activity);

personnel employed in ancillary industrial enterprises;

personnel employed in service and other households.

30. Personnel employed in agricultural production include employees:

30.1. employed in plant growing (field growing, meadow growing, vegetable growing, horticulture, laying gardens and growing perennial plantations, radical improvement of meadows, etc.);

30.2. employed in animal husbandry (cattle breeding, pig breeding, sheep breeding, poultry farming, fish farming, fur farming, rabbit breeding, beekeeping and other livestock sectors);

30.3. employed in the current repair of buildings and structures for industrial agricultural purposes (storages, farms, warehouses, etc.);

30.4. transport, mainly serving agricultural production.

31. Personnel employed in ancillary industrial enterprises include employees of ancillary industrial enterprises, production facilities and repair shops that are on the balance sheet of the state farm (mills, hullers and grain mills, wineries and canning factories, enterprises for the production of butter, cheese, dairy products, slaughterhouses and poultry slaughterhouses, sawmills, joinery, carpentry and woodworking workshops, brick factories and other enterprises for the production of building materials, logging and firewood and other industrial production, power plants, workshops for the repair of tractors, agricultural machinery and other machinery and equipment), as well as workers transport serving ancillary industrial enterprises, production and repair shops.

32. Personnel employed in non-core activities of industrial enterprises (non-industrial personnel), construction organizations, state farms (personnel of service and other farms) include employees:

32.1. transport, which is on the balance sheet of enterprises and serves housing, utilities and other organizations of non-core activities, as well as timber rafting;

32.2. transport (offices, bases, garages) of construction organizations, including transport workers involved in the operation, maintenance and repair of vehicles of SU, SMU, DCS, etc.;

32.3. offices, bases and warehouses of logistics, as well as employees engaged in loading and unloading operations in warehouse and other facilities, including unloading materials from vehicles in on-site warehouses, personnel involved in placing orders for equipment;

32.4. construction laboratories;

32.5. groups of design (preparation of production) organization of work and design (design and estimate) bureaus, groups, geodetic services of construction and installation trusts, construction organizations;

32.6. the directorate of the enterprise under construction, OKS (UKS) of the enterprise, as well as individual employees who carry out technical supervision of construction, the number and wage fund of which are provided for in construction;

32.7. employed in overhaul buildings and structures produced by an economic method (except for those specified in

The definition of "personnel" is most appropriate at the organizational level, as it defines personnel an organization that works for hire and is characterized by certain characteristics.

The main ones are:

Labor relations with the employer, as a rule, are formalized by labor contracts;

Possession of certain qualitative characteristics, a combination of personal and organizational goals.

Consequently, staff- the main, permanent staff of qualified workers, which is formed and changed under the influence of both internal and external factors.

All employees of the enterprise are divided into two groups:

Industrial and production personnel engaged in production and its maintenance;

Non-industrial personnel employed mainly in the social sphere of the enterprise.

Industrial and production personnel are personnel who are directly employed (key employees) or indirectly (management personnel) in the performance of industrial and production functions of the enterprise. This category applicable to designate employees of an enterprise employed in the industrial and production sphere of activity.

Industrial and production personnel (PPP) are divided into the following groups:

1. workers - performing various technological processes;

2. employees - processing various information;

3. junior service personnel (MOP) - maintaining cleanliness and order in the workplace;

4. security;

5. Apprentices - a reserve of skilled labor.

In turn, employees are divided into three categories according to their functions:

1. leaders;

2. specialists;

3. technical performers.

The functions of managers are decision-making and ensuring their implementation. The functions of specialists (engineers, economists, etc.) consist in the preparation of information (design, technological, planning, accounting), on the basis of which managers make decisions. Technical performers provide the necessary conditions for the work of managers and specialists.

The staffing or personnel of the enterprise and its changes have certain quantitative, qualitative and structural characteristics that can be reflected in absolute and relative indicators:

1. list and attendance number of employees of the enterprise and (or) its internal divisions, certain categories and groups for certain date;

2. the average number of employees of the enterprise and (or) its internal divisions for a certain period;

3. proportion of employees individual divisions(groups, categories) in the total number of employees of the enterprise; the rate of growth (increase) in the number of employees of the enterprise for a certain period;

4. average category of workers of the enterprise;

5. the share of employees with higher or secondary specialized education in the total number of employees and (or) employees of the enterprise;

6. average work experience in the specialty of managers and specialists of the enterprise;

7. staff turnover for the admission and dismissal of employees;

8. capital-labor ratio of workers and (or) workers at the enterprise, etc.

The combination of these and a number of other indicators can give an idea of the quantitative, qualitative and structural state of the enterprise's personnel and trends in their change in order to increase the efficiency of the use of labor resources.

Quantitative characteristic the personnel of the enterprise, first of all, is measured by such indicators as: list; secret service; average number of employees.

The payroll number of employees of the enterprise is the number of employees on the payroll for a certain date or date, taking into account the employees hired and retired on that day. payroll includes:

1. actually working;

2. those who are idle and absent for any reason (business trips, annual additional holidays);

3. those who did not appear with the permission of the administration;

4. performing state and public duties;

5. involved in agricultural work (if they retain wages);

6. those who did not appear due to illness;

7. located in maternity leave;

8. unpaid additional parental leave;

9. vocational school students who are on the balance sheet of the enterprise;

10. working part-time or weekly;

11. homeworkers.

The indicator of the payroll of employees is determined daily according to the personnel records.

Turnout number is the number of employees on the payroll who came to work. The difference between attendance and payroll characterizes the number of all-day downtime (holidays, illnesses, business trips, etc.).

To calculate the number of employees for a certain period, the indicator is used average headcount . It is used to calculate labor productivity, average wages, turnover ratios, staff turnover and a number of other indicators.

Average headcount employees per month is determined by summing up the number of employees on the payroll for each calendar day of the month, including holidays and weekends, and dividing the amount received by the number of calendar days of the month. The average number of employees for the quarter (year) is determined by summing the average number of employees for all months of the enterprise in the quarter (year) and dividing the amount received by 3 (12).

The qualitative characteristics of the personnel of the enterprise is determined by the degree of professional and qualification suitability of its employees to fulfill the goals of the enterprise and the work they perform.

It is rather difficult to assess the qualitative characteristics of the personnel of an enterprise. However, at present there is a certain range of parameters that make it possible to determine the quality of labor:

1. economic (complexity of labor, employee qualifications, industry affiliation, working conditions, seniority);

2. personal (discipline, skills, conscientiousness, efficiency, creative activity);

3. organizational and technical (attractiveness of labor, saturation with equipment, the level of technological organization of production, rational organization of labor);

4. socio-cultural (collectivism, social activity, general cultural and moral development).

The structural characteristics of the personnel of the enterprise is determined by the composition and quantitative ratio of individual categories and groups of employees of the enterprise.

Personnel are persons who are included in labor relations within a particular legal entity. This is the personnel of the enterprise, which includes employees, owners and co-owners.

The main features of personnel

Before qualification, you need to understand who exactly belongs to the staff. Personnel is characterized by these characteristics:

Involvement in labor relations. The latter must be documented. In particular, an employment agreement must be drawn up.
Characteristics on the basis of which the activity is carried out. For example, it can be qualification, specialty, education, experience.
The existence of an activity goal. The objectives of the work of a specialist should be consistent with the goals of the enterprise.

Personnel management is distinguished by such features as:

Integration into the overall management structure.
Compliance with the existing corporate culture.
Availability of job planning, employee training.
Accounting for professional qualities and evaluation of the activities of employees.
Centralization of management processes.

Employees who are not formalized in any way at the enterprise will not be considered personnel.

Regulatory rationale

Personnel categories are regulated by the "Instruction for the number of workers at enterprises" No. 17-10-0370, approved by the State Statistics Committee on September 17, 1987. The key document is also the Classifier of Occupations No. 367, approved by the Decree of the State Standard of January 26, 1994. The Ministry of Health and Social Development issued several orders that approve the qualification categories:

Order No. 525 of August 6, 2007. Establishes criteria for assigning personnel representatives to a particular qualification group.
Order No. 248n dated May 29, 2008. Sets the qualification levels of workers.
Order No. 247n dated May 29, 2008. It also establishes qualification levels, but in relation to managers and specialists.

AT regulations these groups of personnel are distinguished:

Positions of workers and employees for which professional education is not required.
Positions for which you need primary or secondary education.
Supervisory positions for which initial vocational education is required.
Specialties for which higher education is required (qualification "bachelor").
Positions for which you need to have a higher education with the qualification "certified specialist" or "master".

The need for education is determined depending on the specifics of the activity. Complex intellectual work requires the availability of relevant knowledge and skills. To do a simple job, a basic education is enough.

Main categories of personnel

Personnel is a set of employees of various specializations included in the staff. It is divided into two main categories: production and non-production. Production personnel are engaged in labor, the result of which is expressed in material form. For example, these may be people working on the creation of cars, the construction of buildings. Consider the components of the first category:

Workers. Their activities are mostly physical in nature. These employees specialize in the production of goods or in the maintenance of production. For example, it can be builders, cooks. Workers are further divided into two categories. This is the main staff employed in the main production shops. it's the same support staff. Its representatives work in procurement or service shops.
Employees. Their activities are mainly mental in nature. The result of their work is the identification of management problems, the formation of new information flows, the adoption of various decisions in the field of management. An example of this category would be accountants, lawyers, managers. Employees are further divided into three categories. These are the heads of the enterprise itself or its departments. This group also includes deputy heads. These are specialists: engineers, economists, accountants. The third group is the employees themselves (junior technical staff, accountants and clerks).

The second category is non-production personnel. It refers to employees employed on non-industrial farms. That is, the result of their work is not the creation of something material. An example of non-production personnel are employees of housing and communal services, canteens, and clinics.

Categories of leaders

Production managers are divided into these categories:

Linear. These managers make decisions concerning all functional areas of activity. Examples: general manager, maintenance manager, shop manager.
Nonlinear. it functional leaders performing specific managerial functions. Examples: financial director, manager in charge of personnel.

Managers are divided into levels of management:

Lower link. For example, master.
Middle link. Heads of department and workshop.
The highest level. Director or his deputy.

The lower-level managers manage small departments, the middle managers manage the enlarged divisions, and the top managers manage the enterprise as a whole.

Classification of enterprise personnel

Personnel are divided into categories depending on specific features. Let's consider them in more detail:

property relations. There are owners (founders) of a legal entity. They own a share of the enterprise, derive profit from its activities. There are also employees.
The degree of involvement in production activities. Production personnel are directly involved in the activity, non-production - indirectly.
Place of main service. Employees may or may not be on the staff of the enterprise.

Some employees differ from others in the specifics of their activities, the peculiarities of labor relations with enterprises.

Additional classification

Consider additional categories for dividing personnel into groups:

Forms of production activity (for example, the construction of a building or the creation of wells).
Tariff categories (from one to eight).
Qualification classes (from one to three).
Models of payment for work (for example, classic, piecework, premium).
The level of mechanization of activities (manual or automated work).
Production areas (senior, senior assistant).

Classifications are also amenable to positions:

Positions: manager or specialist.
Position: senior and junior.
Level of qualification (1-3 class).

NOTE! In Russia, there is a main classifier of professions.

Depending on what the position belongs to one or another category

There are the following characteristics that affect the attitude of a position to a particular category:

The level of education.
Skill level.
Having professional experience.
Employment registration (for example, a person can work part-time).
Specificity of activity (physical or intellectual).
The presence of subordinates.
Place of work.

As a rule, the staff lends itself to a clear qualification. The structural composition of employees is determined depending on the characteristics of a particular event.