Labor resources enterprises- potential labor force, expressed in the number of able-bodied workers. When characterizing the workforce, organizations use two terms: "personnel" and "personnel".

Personnel of the enterprise- this is the main (full-time, permanent), as a rule, qualified staff of employees.

Enterprise personnel- a more capacious concept, includes all personnel working at the enterprise, namely:

- employees of the main, full-time staff;

- persons hired part-time from other enterprises;

- persons performing work under civil contracts.

As part of the labor resources of the enterprise, depending on participation in the production process, two groups are distinguished:

1. Non-industrial personnel- trade workers and Catering, housing, medical and health institutions, educational institutions and courses, institutions preschool education and culture on the balance sheet of the enterprise.

2. Industrial production personnel- workers directly involved in the production of products, performance of work and provision of services. This group consists of:

a) workers main, auxiliary, service, auxiliary units;

b) employees, among which the categories of workers are distinguished:

– leaders(higher, secondary and lower level) - persons authorized to take management decisions and organize their implementation;

– specialists- workers with higher or secondary specialized education, engaged in engineering, economic, legal and other similar activities;

– actual employees- workers involved in the preparation and execution of documents, accounting and control, economic services and office work.

Personnel structure- This is the ratio of individual groups of personnel in their total number.

Grouping can also be carried out on the basis of:

- according to the level of qualifications (according to the degree of mastering by the employee of a profession, specialty - in accordance with the tariff and qualification reference book);

- by profession and specialty (for example, economists are divided into planners, marketers, financiers, accountants, etc.);

- by gender;

- by age;

- by work experience, etc.

Working time budget, indicators of its planning.

Working time budget- the planned number of days and hours that one worker or employee can work in the planned period. Time recording in man-hours is carried out, as a rule, for categories of workers, and for other categories of personnel, man-days are usually used. When planning personnel, a number of indicators are used.

1. Calendar fund of working time (Т к)- number calendar days for a certain calendar period (month, quarter, year). It can be calculated for the entire number of workers, a group of workers in an enterprise (workshop, site) and, on average, for one worker.

Calculation of the indicator in man-days:

T k = D k * H ssp;

D to.- the number of calendar days in the period.

H ss - the average number of employees in the period.

Calculation of the indicator in man-hours:

T k = D k * H ssp * P s;

P with.- average established shift duration, h.

2. Personnel (nominal) working time fund (T tab)- the difference between the calendar fund of working time and the number of man-days (man-hours) not used on holidays ( T prz) and weekends ( T in):

T tab = T to - T prz - T in;

3. The maximum possible fund of working time (T max)- the potential value of the maximum use of the fund of working time in the period. Calculated by one of the formulas:

T max = T to - T prz - T in - T about;

T max = T tab - T about

That.- time regular vacations in the period.

4. Planned (effective) fund of working time (T pl)- the maximum fund of working time, reduced by the amount of planned absenteeism of workers to work on valid reasons... Calculated using one of the formulas:

T pl = T to - T prz - T in - T about - T b - T y - T g - T pr - T km - T p - T s;

T pl = T max - T b - T y - T g - T pr - T km - T p - T s;

T b - absenteeism due to illness and childbirth;

That - duration of study leave;

T g - time to fulfill public and state responsibilities;

T pr - other absenteeism permitted by law;

T km - breaks for feeding children;

T n - time to shorten the working day for teenagers;

T c - shortening of working days before holidays.

The number of working days for good reasons is usually determined on the basis of the average data of the report for the past periods and in accordance with labor legislation.

5. Average set working hours- the arithmetic mean value, weighted taking into account the officially established duration of the working day by the number of individual groups of workers.

6. Actual fund of working time (T f)- the actual costs of working time for certain period... Planned and unplanned losses of working time are deducted from the annual planned fund of working time and actually worked overtime hours are added. Overtime - time worked in excess of the length of working time established by law (including those worked on weekends and holidays, if days of rest are not provided for them)

7. Working time utilization rate (K)- is calculated in relation to the calendar, time, maximum possible and planned fund of working time as the ratio of actually worked time to the corresponding fund of time. This indicator demonstrates how much of the relevant time fund was actually used.

Planning the number of employees of the enterprise.

The need for personnel is determined separately by categories of workers. In the practice of accounting and personnel planning, one distinguishes between turnout, payroll and average payroll.

Payroll (H cn)- an indicator of the number of employees for a certain number. This indicator takes into account the number of all employees of the enterprise, with the exception of those employed in a civil law. In the payroll, employees are taken into account in the context of each day, both those who actually came to work and those who are absent for any reason.

Explicit number (H i)- the number of payroll employees who came to work on a given day, including those on business trips. This indicator should be not less than the number of workers required to complete the task on time.

Average headcount(H ss)- the number of employees on average for the period under study. This indicator is calculated as the arithmetic mean of the number of employees for the period under study. In this case, the payroll number of employees for weekends and holidays is equal to payroll staff of the previous working day.

There are three methods for calculating the number of employees.

1. According to the norms of time:

H cn = (Number of products * T pcs) / (T pl * K n);

T pcs- the rate of production time per unit of production.

T pl.

To n.- coefficient of implementation of production standards.

2. According to production rates:

H cn = Number of products / (T pl * K n * H vyr);

H vyr- production rate.

3. According to service standards:

H cn = (O / H obs) * C * (T tab / T pl);

O- the number of units of installed equipment.

H obs.- service rate.

WITH- the number of shifts.

T tab.- staff time fund.

T pl.- the planned fund of working time.

Parameter name	Meaning
Topic of the article:	Labor force structure
Rubric (thematic category)	Production

Labor force, employment and unemployment

Labor resources - ϶ᴛᴏ part of the population of the country with physical and intellectual abilities in labor activity capable of producing material goods or providing services.

economically active population - economically inactive population -

employed unemployed

Figure 5 Composition of labor resources by international standards

Economically active population (labor force) - ϶ᴛᴏ part of the population that provides the supply of their labor for the production of goods and services and includes employed and unemployed.

Employed persons include persons of both sexes who, during the period under review:

a) performed employment or other income-generating work, regardless of the timing of receipt of payment for their activities;

b) were temporarily absent from work due to illness, nursing, various vacations, strikes and other similar reasons;

c) performed work without pay in a family business.

Unemployed persons are persons aged 16 and over who, during the period under review:

a) did not have a job or gainful employment;

b) were looking for work or taking steps to start their own business;

c) were ready to start work;

d) trained in the direction of the employment service

Economically inactive population - ϶ᴛᴏ part of the population that is not part of the labor force, including persons younger age(under 16 years old). It includes:

1. Pupils and students, listeners and cadets studying in daytime educational institutions, including daytime postgraduate studies;

2. Persons receiving old-age pensions and on preferential terms;

3. Persons receiving disability pensions;

4. Persons engaged in conducting household, caring for children or sick relatives;

5. Persons who are desperate to find a job and have stopped looking for it, having exhausted all the possibilities of getting a job, but who can and are ready to work;

6. Other persons who are not extremely important to work regardless of the source of income.

Employment - ϶ᴛᴏ a socio-economic category that expresses the state of a part of the economically active population involved in activities related to the satisfaction of personal and social needs, which does not contradict legislation and usually brings income.

Types of employment:

1. Productive - ϶ᴛᴏ employment of the population in social production... It corresponds to the employed part of the economically active population.

2. Social employment- is determined by the number of people not only employed in social production, but also full-time students of working age, engaged in housekeeping, caring for children or sick relatives.

3. Rational employment - is determined by the ratio of the value of productive employment to the value of socially useful employment.

4. Effective employment - is defined as the ratio of the working time fund of employed minus losses of working time to the working time fund of employment.

5. Full employment is a state of society when everyone who wants to have a paid job has it. There is no cyclical unemployment, but at the same time its natural level, determined by frictional and structural unemployment, remains.

6. Part-time employment - ϶ᴛᴏ a state of the working population when part of it is forced to work less than the legally established working hours.

7. Flexible employment is a form of employment in which non-standard ways of working are used, such as required work, part-time regimes, work on short-term contracts, and self-employment of the population without establishing formal labor relations with the employer.

Indicators characterizing employment:

1. The employment rate is calculated in two ways

1.1 share of the employed in the total population;

1.2 share of the employed in the economically active population.

2. The level of economic activity of the population - ϶ᴛᴏ the share of the economically active population in the total population.

3. Employment efficiency:

3.1 Proportion of the distribution of labor resources of the society by the nature of their participation in socially useful activities;

3.2 The level of employment of the working-age population in the public economy;

3.3 The structure of the distribution of workers by sectors of the national economy;

3.4 Professional and qualification structure of workers.

The purpose of taking into account the peculiarities of employment of the population by sex and age, it is advisable to distinguish the following groups:

1.youth (able-bodied population from 16 to 29 years old)

2. middle-aged persons (from 30 to 49 years old)

3.Persons of pre-retirement age (able-bodied population over 50 years old)

4. persons of retirement age.

One of the problems social society due to economic reasons is unemployment.

The conditions of unemployment, firstly, are underutilized public resources, and secondly, part of the population has low incomes. Unemployment is inversely proportional to macroeconomic indicators.

Unemployment - ϶ᴛᴏ a socio-economic phenomenon, which means that a part of the economically active population that wants to work and is looking for a job cannot find it for some time, and sometimes even permanently.

The main types of unemployment:

1. Frictional - voluntary unemployment, when a person leaves work on his own initiative in order to find a more suitable other and at the same time remains unemployed for a while. This type of unemployment is inevitable and often has a positive meaning, since there is a more rational distribution of labor resources and more satisfied with the needs of people.

2. Structural unemployment is caused by a change in the structure of the economy due to scientific and technological progress, the emergence of new production specialties, as well as the obsolescence of activities. This kind is also inevitable, but generally leads to progress in society.

3. Cyclical unemployment is caused by violations of stability in the economy, a decline in production, economic crises leading to massive layoffs of workers. This is the most severe form of unemployment.

4. Latent - ϶ᴛᴏ unemployment is characterized by the fact that the employee is forced to agree to work part-time.

Given the dependence on the time spent without work, unemployment is:

1. Long lasting

2. Long lasting

3. Stagnant

Long-term unemployment occurs when there is no job for 4-8 months.

It is worth saying that it is characterized by:

The beginning of the dequalification of workers

Loss of some degree of labor

The appearance of self-doubt, not a desire to look for a job on your own

Addiction to a low standard of living.

Long-term. 8-18 months, the general dequalification of the employee begins, the loss of labor skills, the ability to work intensively for an extremely important time, there is a loss of psychological self-confidence.

Stagnant. More than 18 months, the degradation of human labor potential begins. At this time, a person does not respond well to rehabilitation, an individual approach to each person is needed.

Unemployment analysis indicators:

1. Unemployment rate

2. The natural level of unemployment is quantitatively equal to the sum of the values ​​of frictional and structural unemployment (the norm is 4-6%).

3. Characteristics of unemployment on the following grounds:

3.2. age

3.3. social group

3.4. the level of education

3.5. professional and experienced group

3.6. income and security level

3.7. reasons for dismissal

3.8. mental groups

It is expedient to analyze the structure of unemployment on the basis of a combination of economic, statistical and sociological research methods.

The main "price" of unemployment is unreleased products. When the economy is unable to create enough jobs for everyone who is willing and able to work, the potential production of goods and services is lost forever. Based the law Okun, who mathematically establishes the relationship between the unemployment rate and the lag of the gross national product every 2% by which the real volume of production exceeds its natural level, the unemployment rate is reduced, and, on the contrary, every 2% reduction in the real national volume of production below the natural level increases the unemployment rate by 1% compared to the natural rate of unemployment.

Unemployment also has serious social consequences. Since work is, on the one hand, a source of income, and on the other, a means of self-affirmation of a person in society, the loss of employment means not only the loss of these statuses.

The decision of a person to offer his labor is most influenced by the standard of living of the population and a particular individual. Salary occupies a special place here. Its impact is manifested in two aspects. First of all, the quantity wages is capable of influencing at the microlevel on an individual's decision to participate in social production, if the proposed earnings are capable of raising his standard of living. The difference in wage rates in certain spheres of activity in a certain way influences the individual's decision about the possible sphere of application of his labor. Secondly, it should be borne in mind that even having made a decision on the supply of labor, an individual can vary its number, that is, the amount of man-hours worked. If, up to a certain point, an individual is inclined to increase the number of man-hours along with an increase in the wage rate (the so-called "substitution effect"), then with a further increase in the wage rate, a decrease in the supply of labor may occur, because for the individual, due to the increased income, the value of leisure ("income effect"). It is important to note that for the totality of individuals in the labor market as a whole, the dependence of the supply on the remuneration rate will have classic look because the wage level, followed by the income effect, is highly individual.

The substitution effect occurs when, at high wages, free time perceived as a potential excess. Leisure hours are increasingly expensive and the worker prefers to work instead of leisure. This leads to an increase in the supply of labor (Fig. 5).

S

Figure 6 Labor supply of an individual

W / P is the level of wages at which the income effect begins to operate;

L is the corresponding W / P level of labor supply;

SS ¢ - labor supply curve;

M is the point of critical transition from an increase in the supply of labor associated with the substitution effect to a decrease in the supply of labor, depending on the effect of income. Above point M, the effect of income with the receipt of wages W / P prevails; below the M point, the substitution effect dominates.

The income effect occurs when high salary perceived as a source of opportunities to increase their leisure time, free time. The growth of free time reduces the supply of labor.

Τᴀᴋᴎᴍ ᴏϬᴩᴀᴈᴏᴍ, it is important to quantify supply and demand by studying the statistics that are intended for these purposes.

In quantitative terms, the supply of labor is equal to the number of persons entering the open labor market and applying for employment to employment services or directly to enterprises and organizations. For the prospective period, it should include persons who are not engaged in labor activities and job seekers, as well as persons who will enter the labor market during the forecast period. The latter include: laid off workers; dismissed employees (for reasons of turnover and in connection with the expiration of the contract); graduates of educational institutions; persons who arrived from other regions; persons entering the labor market from household and personal subsidiary plots.

The labor supply should be determined taking into account statistical information on the size and sex and age structure of the labor force, the economic activity of various categories of the population, the level of employment of older persons and adolescents.

The demand for labor is formed by industry and in quantitative terms should coincide with the general additional need of enterprises and organizations for workers (regardless of organizational and legal forms and forms of ownership). When calculating the demand for labor, the need of enterprises for new workers and the need of enterprises for workers necessary to replace those leaving (regardless of the reasons) are determined. Τᴀᴋᴎᴍ ᴏϬᴩᴀᴈᴏᴍ, it is possible to establish the number of persons who are employed.

As the initial information, the data of current statistical records and special surveys carried out directly at the enterprises are used. On this basis, taking into account structural changes, an analysis of the prospects for the development of individual spheres of employment is carried out. The sectoral section of information is characterized by two groups of indicators: the structure of people employed in the national economy and the structure of those employed in industries.

For a comprehensive assessment of the state and prospects of regional employment, it is extremely important to collect information on the needs of enterprises in the labor force, not only in general, but also by professions (specialties), carrying out, if extremely important, their grouping. Using data on the needs for workers in specific professions (specialties) and on the basis of balance calculation methods, the total value of the labor demand of the economy of the region or individual industries is established with much greater accuracy.

The most important stage assessment and forecasting of the regional labor market is a comparison of the named indicators, through which it is possible to assess the actual and expected situation in the labor market, to establish the presence of a shortage or surplus of labor, and already on this basis to develop a system of measures to improve regional employment.

The structure of labor resources - concept and types. Classification and features of the category "Structure of labor resources" 2017, 2018.

Introduction

This course work reveals the concept of labor resources and answers the most pressing questions that help to increase labor productivity, also here are indicated the goals and objectives of the analysis of the use of labor resources, directions for analyzing the efficiency of the use of labor resources (analysis of the composition of the labor force and analysis of the use of working time, etc.).

So what is the workforce? Labor resources at the enterprise are an object of constant concern on the part of the enterprise management. Especially the role of labor resources increased during the period of market relations, and the investment nature of production, its high science intensity changed the requirements for the employee - increased the importance of a creative attitude to work. Now the main task of the entrepreneur-head of the enterprise is a well-chosen labor collective, which is a team of like-minded people and partners who are able to understand, realize and implement the plans of the company's management. She alone is the key to success entrepreneurial activity, expression and prosperity of the enterprise.

The choice of this topic is dictated by its relevance to the present stage economic development of our country, since labor resources and the efficiency of their use directly affect the quality of products, the value of its cost and competitiveness.

In this regard, the work will consider issues related to the analysis of the degree of provision of the enterprise with labor resources, the analysis of working time, the efficiency of the use of labor resources, i.e. analysis of output per worker and, on this basis, changes in labor productivity.

labor cadre

Characteristics and structure of labor resources of the enterprise

Labor resources concept

Labor resources are a category that occupies an intermediate position between the economic categories “population” (the totality of people living in a separate territory (in a district, region, country)) and “aggregate labor force”. In quantitative terms, the labor force includes the entire able-bodied population employed, regardless of age, in the social economy and individual labor activity (Fig. 1). They also include persons of working age, potentially capable of participating in labor, but employed in household and personal subsidiary plots, on-the-job studies, and in military service.

Labor resources are the able-bodied part of the population, which, having physical and intellectual capabilities, is able to produce material goods or provide services.

Rice. 1

In the structure of labor resources from the standpoint of their participation in social production, two parts are distinguished: active (functioning) and passive (potential). Thus, the workforce consists of real and potential employees.

The necessary physical and intellectual abilities depend on age: in the early period of a person's life and at the time of maturity, they are formed and multiplied, and are lost by old age. Age is a kind of criterion that makes it possible to allocate labor resources proper from the entire population.

The labor resources in Russia include: a) the population of working age, with the exception of unemployed persons with disabilities of labor and war of groups I and II and non-working persons of working age who receive old-age pensions on preferential terms; b) the population is younger and older than the working age, employed in the national economy.

Labor resources at the enterprise are an object of constant concern on the part of the enterprise management. Especially the role of labor resources increased during the period of market relations, and the investment nature of production, its high science intensity, changed the requirements for the employee - increased the importance of a creative attitude to work. Now the main task of the entrepreneur - the head of the enterprise - is a well-chosen work collective, which is a team of like-minded people and partners who are able to understand, realize and implement the plans of the enterprise management. It alone is the key to business success, expression and enterprise prosperity.

It is known that the main factors of production at an enterprise are: means of labor, objects of labor and personnel.

The main role belongs to the personnel potential at the enterprise. It is the personnel that play the first violin in the production process, it depends on them how effectively the means of production are used at the enterprise and how successfully the enterprise as a whole works.

The personnel of the enterprise is understood as the totality of employees of various professional and qualification groups employed at the enterprise and included in its payroll. The payroll includes all employees hired for work related to both main and non-main activities.

It is necessary to distinguish between such concepts as "personnel", "personnel" and "labor resources of the enterprise".

The concept of "labor resources of an enterprise" characterizes its potential labor force, "personnel" - the entire staff of hired permanent and temporary, skilled and unskilled workers. The personnel of the enterprise is understood as the main (full-time, permanent), as a rule, qualified staff of the enterprise or organization.

The composition and quantitative ratios of individual categories and groups of employees of the enterprise characterize the structure of personnel.

Employees of trade and public catering, housing, medical and health institutions, educational institutions and courses, as well as institutions of preschool education and culture, which are on the balance sheet of the enterprise, are not directly related to production and its services, belong to the non-industrial personnel of the enterprise.

Personnel of the enterprise directly related to the production process of products (services), i.e. employed main production activities represent industrial production personnel. It includes all employees of the main, auxiliary, auxiliary and service shops; research, design, technological organizations and laboratories on the balance sheet of the enterprise; plant management with all departments and services, as well as services engaged in capital and current repair equipment and Vehicle your enterprise.

In turn, industrial and production personnel, depending on the functions they perform, are classified into the following categories: workers, managers, specialists, employees.

Workers include employees of the enterprise who are directly involved in the creation of material values ​​or the provision of production and transport services... Workers, in turn, are subdivided into main and auxiliary. The main ones are workers who are directly related to the production of products, and the auxiliary ones are the maintenance of production. This division is purely arbitrary, and in practice it is sometimes difficult to distinguish between them.

The specialists at the enterprise include workers engaged in engineering, technical, economic, accounting, legal and other similar activities. These are accountants, economists, technicians, mechanics, psychologists, sociologists, artists, commodity experts, technologists, etc.

Employees at the enterprise include employees who prepare and execute documentation, accounting and control, economic services and office work. These are procurement agents, typists, secretaries-typists, cashiers, controllers, clerks, timekeepers, freight forwarders, draftsmen.

In addition to the generally accepted classification of PPP by category, there are classifications within each category. For example, production managers, depending on the teams headed by them, are usually subdivided into linear and functional. Line managers are managers who lead teams production units, enterprises, associations, industries, and their deputies; to functional - leaders who lead teams functional services(departments, departments), and their deputies.

According to the level occupied in common system management of the national economy, all leaders are subdivided into: leaders of the lower level, middle and top echelon.

It is customary to refer to the leaders of the lower level as foremen, senior foremen, foremen, heads of small shops, as well as heads of divisions within functional departments and services.

Middle managers are considered directors of enterprises, CEOs all kinds of associations and their deputies, heads of large workshops.

Senior executives usually include heads of FIGs, general directors of large associations, executives functional departments ministries, departments and their deputies.

Depending on the nature of labor activity, the personnel of the enterprise are divided by professions, specialties and skill levels.

In this case, a profession means a special type of labor activity that requires certain theoretical knowledge and practical skills, and a specialty means a type of activity within a profession that has specific characteristics and requires additional special knowledge and skills from employees.

Workers in each profession and specialty differ in skill level. Qualification characterizes the degree of mastery by workers of a particular profession or specialty and is reflected in qualification (tariff) categories and categories.

Science and practice have long established that the efficiency of an enterprise is 70-80% dependent on its head. It is the leader who selects a team for himself and determines the personnel policy at the enterprise. A lot depends on how he does it. If the enterprise does not long-term plan enterprise development, if there is no strategy for the long and short term, then there is no all this in the head of the head. In this case, we can assume that the company has a bad future. Therefore, at each enterprise, the main pivot in personnel policy should be the selection and placement, first of all, of managers at various levels.

The efficiency of the use of labor at the enterprise also depends to a certain extent on the structure of the enterprise's personnel - the composition of personnel by category and their share in the total number.

The following factors influence the structure of the RFP:

· The level of mechanization and automation of production;

· Type of production (single, small-scale, large-scale, mass);

· The size of the enterprise;

· Organizational and legal form of management;

· The complexity and knowledge-intensiveness of the products;

Industry affiliation of the enterprise, etc.

Personnel policy at the enterprise should be aimed at the optimal combination of RFP categories.

The HR management process requires that each enterprise identifies and analyzes the PPP structure by gender, age, and skill level. This is necessary in order to timely prepare the replacement of personnel, as well as to achieve the most acceptable structure of personnel for the enterprise by gender and age structure, according to the level of qualifications.

Introduction

The theme of my work is "Analysis of the effective use of labor resources." It refers to such a discipline as economic analysis.

In conditions market economy role and significance economic analysis cannot be overstated. On its basis and according to its results, management decisions are formed and substantiated. The subjects of economic analysis, and these are employees of the economic services of enterprises, financial authorities, insurance companies, audit firms, must have a good idea of ​​not only macroeconomic processes, but also know and understand the possibilities and conditions for analyzing specific economic situations.

Known on this moment factors of production, one of the main, and often the main, requiring the greatest costs, is labor. That is why in my work I will talk about the structure, functions of labor resources, as well as their effective use.

The main goal of this work can be formulated as follows: the study of indicators characterizing the effective use of labor resources.

Composition, structure and functions of labor resources

productivity labor worker

The labor force includes that part of the population that has the necessary physical data, knowledge and skills in the relevant industry. Sufficient provision of enterprises with the necessary labor resources, their rational use, a high level of labor productivity have great importance to increase production volumes and improve production efficiency.

The study of labor resources can be divided into two interrelated groups: the study of one's own labor force, that is, the number and composition of workers and their dynamics, and the consideration of working time, that is, the total amount of available and actually spent time, as well as the use of working time.

The personnel of an enterprise is a collection of individuals who are with an enterprise as a legal entity in a relationship governed by a contract of employment. Such relationships may include not only employees, but also individuals- the owners or co-owners of the company, if they, in addition to the part of the income due to them, take part in the activities of the enterprise by their own labor and receive appropriate remuneration for this.

The composition of the staff of any organization, as a rule, is heterogeneous, since even in the smallest one needs to perform many types of activities, and this requires people with various professions, experience, qualifications, occupying various positions.

The grouping of personnel in accordance with the types of activities, functions performed and categories of positions reflects its statistical structure... It is distinguished:

• 1. personnel of the main activities (persons working in the main and auxiliary, research units, management apparatus, etc.).
• 2. personnel of non-core activities (employees of repair, housing and communal services, social sector units).

By the nature of labor functions, the personnel is divided into workers and employees.

Workers create material values and provide services of an industrial nature. Workers are also classified by profession, age, forms and systems of remuneration, length of service.

Employees carry out the organization of the activities of people, production management, administrative and economic, financial and accounting, procurement. Employees belong to the professional group of persons engaged mainly in mental, intellectual work.

Only self-employed persons and persons employed in so-called family enterprises, although registered as legal entity are not included in the staff of employees, since they receive remuneration for their labor participation from the income remaining at their disposal after taxes and other obligatory payments.

On large enterprises carrying out activities related to various sectors of the national economy, all personnel are divided into persons employed in the main activity and persons who form personnel in non-main activities. Regardless of the scope of work, all personnel of the company are divided into categories. Today it is customary to distinguish the following categories of personnel: workers, employees, specialists and managers. Depending on the nature of the functions performed, managers can be classified as specialists if their activities require special technical knowledge, or as employees if their functions do not require such special knowledge.

Within the framework of specific firms in the composition of workers, basic workers and auxiliary workers are distinguished. This division is important because, first, workers are the most numerous category; secondly, because labor functions performed by the main and auxiliary workers are very different and at the stage of intra-firm planning, the determination of the need for the number of workers in these groups is based on different approaches.

1.1 Tasks, composition, structure and functions of labor resources

The analysis of labor resources is one of the main sections of the analysis of the work of the enterprise. Its purpose is to identify reserves for the growth of labor productivity, improve rationing, organization and working conditions, reduce the cost of production, i.e. the most important technical and economic indicators.

The main tasks of the analysis of the use of labor resources are to most accurately assess the fulfillment of the established tasks and to identify the reserves for further growth in labor productivity and the economical use of the wage fund, and an increase in production.

In this regard, when analyzing the use of labor resources, attention should be paid to the correct assessment of compliance with the established limit of the number of employees, the results of the fulfillment of established tasks and the growth rates of the output of one employee and one employee, the use of working time, the effect of daytime and intrashift downtime on labor productivity and production volume. ...

For this purpose, an assessment is made of the provision of an enterprise with labor resources, the efficiency of their use, the movement of labor, and also to study the degree of labor productivity and the factors affecting it.

Thus, the tasks of analyzing the use of labor resources include:

1) in the field of labor force use - an assessment of the provision of the enterprise with the necessary personnel in terms of the number, composition, structure, level of qualifications; establishment of the conformity of the professional staff and the level of qualifications of workers to the production requirements; study of the forms, dynamics and reasons for the movement of labor, analysis of the influence of the number of employees on the dynamics of production; verification of data on the use of working time and the development of measures for better use of working time and to eliminate unproductive expenditures of working time;

2) in the field of labor productivity - the establishment of the level of labor productivity by structural units; comparison of the obtained indicators with the indicators of previous periods; determination of extensive and intensive factors of growth of labor productivity; assessment of factors affecting the growth of labor productivity; identification of reserves for further growth in labor productivity and their impact on the dynamics of output.

Labor resources represent the able-bodied part of the country's population, which, due to psychophysiological and intellectual qualities, is capable of producing material goods or services. Labor resources include people both employed in the economy and not employed, but capable of working.

The concept of "labor resources" is used to characterize able-bodied population throughout the country, region, industry, professional group... Within the framework of an individual enterprise, the most commonly used concept is personnel.

The staff of a firm is a collection of individuals who are with the firm as a legal entity in a relationship governed by a contract of employment. Such relations may include not only employees, but also individuals - owners or co-owners of the company, if, in addition to the part of their income, they take part in the activities of the company by their own labor and receive appropriate remuneration for this.

Only self-employed persons and persons employed in so-called family enterprises, although registered as legal entities (farms, for example), are not included in the staff of employees, since they receive remuneration for their labor participation from the income remaining at their disposal after taxes and other mandatory payments.

The workforce includes:

1) workers: basic and auxiliary.

2) leaders: top level- general directors, deputy director; middle level - supervisors of a shift, a section, a shop; low level - foreman, foreman;

3) specialists: of the highest level - chief specialist, head of department, department, sector, their deputies; middle level - engineers, economists, lawyers and others; lower level - junior specialists, technicians, timekeepers, job distributors;

4) employees: senior employee - accountant, statistician; junior employee - secretary, courier, etc.

Workforce functions:

1) workers - are directly involved in the production process;

2) leaders - perform the function of management;

3) specialists (work in plant management services, workshops) are busy engineering training, conduct research, develop technology, organization of production and labor;

4) employees perform Maintenance production (copiers, draftsmen, bookkeepers, clerks).

Analysis of labor resources of the main assembly shop of the tractor plant

Assembly production of RUE "MTZ" is technologically built on the principle of general assembly and is concentrated in 7 main workshops ...

Analysis of the efficiency of the use of labor resources on the materials of JSC "TSUM Minsk"

Labor resources are a collection of people with the ability to work. These include primarily the working-age population. This group includes men between the ages of 18 and 60 and women between the ages of 18 and 55 ...

Organization personnel and labor productivity

The volume of gross output depends on 2 indicators: labor productivity and the number of workers employed in agricultural production, acting simultaneously and interconnected ...

Organization and ways to improve the efficiency of the use of labor

The labor force includes that part of the population that has the necessary physical data, knowledge and skills in the relevant industry. Sufficient provision of enterprises with the necessary labor resources ...

Evaluation of the efficiency of using the labor resources of the enterprise (based on the materials of the PC "Rodnik")

The total number of people employed in the economy is defined as the sum of employees of all enterprises and organizations of all forms of ownership, whose activities are legally registered. All persons employed in the economy ...

Development of ways to increase the efficiency of the formation of labor resources of an industrial organization

At the macroeconomic level, resources are usually divided into four groups: - natural - these are natural forces and substances potentially suitable for use in production; - material - all means of production created by man; ...

Labor force statistics

Labor force statistics on the example of Povolzhsky Plywood and Furniture Plant OJSC

Labor resources in the agro-industrial complex

Labor force is a part of the population of a certain age, which has the necessary physical development, knowledge and practical experience for work in the national economy of the country ...

Labor resources in municipality(on the example of the urban district of Saransk)

Labor is a purposeful human activity, in the process of which material and spiritual values ​​are created. The labor process is the process of man's influence on the elements of nature in order to adapt them to his needs ...

Labor resources of enterprises (firms)

Labor resources at the enterprise are an object of constant concern on the part of the enterprise management. The role of labor resources increases significantly during the period of market relations. The investment nature of production, its high science intensity ...

Labor resources of the enterprise and the efficiency of their use in market conditions

Labor resources - a part of the country's population that has the necessary physical development, health, education, culture, abilities, qualifications, professional knowledge to work in the field of socially useful activities ...

Formation of labor resources of an industrial organization in order to strengthen its competitiveness (based on the materials of the Open joint stock company"Gomel Radio Plant")

A person in the process of labor activity uses his labor force. In a market economy, labor is viewed as a commodity with all the concepts inherent in this category ...

Organization economics

Labor resources - the population of working age, possessing physical and spiritual abilities, general educational and professional knowledge to work in the national economy, as well as persons of disabled age ...

Efficiency of the use of labor resources and ways to improve it (based on materials from Pinsk Meat Processing Plant)

Rational use personnel of the enterprise is an indispensable condition for ensuring uninterrupted production process and successful implementation of production plans ...