The staffing of the department. Personnel composition and structure. Personnel structure of the enterprise
Personnel of the enterprise and their characteristics
| Parameter name | Meaning |
| Article subject: | Personnel of the enterprise and their characteristics |
| Rubric (thematic category) | Production |
In the entire set of resources, labor resources occupy a special place. The results of the enterprise activity largely depend on the quality of their selection and efficiency of use. Labor resources set in motion the material elements of production, create a product, value and surplus product in the form of profit.
Personnel or labor resources of the enterprise- ϶ᴛᴏ a set of employees of various professional and qualification groups employed at the enterprise and included in its payroll.
The payroll includes all employees employed both in the main and non-main activities of the enterprise.
For planning the number of personnel, their training and distribution, for linking the labor plan with other sections of the production plan, it is important classification frames (Figure 12).
It is based on a functional criterion, ᴛ.ᴇ. the principle of participation of individual groups of workers in production activities.
According to the field of activity, personnel are divided into two groups.
1) Industrial and production personnel(PPP) - those who are directly associated with production activities enterprises. It includes all employees of basic, auxiliary, auxiliary and service shops; research, design, technological organizations and laboratories; plant management with all departments and services, as well as services engaged in overhaul and current repairs of equipment and vehicles.
2) Non-industrial personnel– employees of subdivisions not related to the production activities of the enterprise, which are on the balance sheet of the enterprise (ZHKO, children's institutions, catering, medical institutions, shops, cultural and household, etc.).
The PPP, according to the nature of the functions performed, is divided into the following categories:
1) workers - workers directly involved in the creation of material values and the provision of production and transport services. Workers are divided into basic and auxiliary. The main workers are workers employed in technological operations. Auxiliary workers serve the processes of the main and auxiliary production (transport workers, electricians, tool distributors, equipment repair workers, etc.);
Rice. 12. Classification of personnel of the enterprise
2) managers - persons empowered to take management decisions and organize their implementation. These are employees holding the positions of managers of the enterprise (directors, chiefs, chief specialists ( Chief Accountant, chief mechanical engineer) and their deputies;
3) specialists - carry out engineering, design and economic preparation of production (engineers, mechanics, economists, lawyers, etc.);
4) technical executors (employees) - carry out information and technical support for managers and specialists, preparation and execution of documentation, housekeeping and office work (drivers, clerks, secretaries, agents, archivist, statisticians, timekeepers, etc.).
Personnel have qualitative, quantitative and structural characteristics.
Qualitative characteristic 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 can be assessed by the following indicators:
Economic: the complexity of labor, the qualifications of the employee, working conditions, work experience, etc .;
Personal: creative activity, discipline, etc.;
Organizational and technical: rational organization labor, saturation with equipment, etc.;
Socio-cultural: collectivism, social activity, etc.
Quantitative characteristic personnel is determined by such indicators as:
1) shift strength(H cm) includes workers who must ensure the normal course production process during the shift.
2)safe house(Ch yav) - provides for the number of employees to ensure the normal course technological process during working days:
H yav \u003d H cm N,
where N is the number of shifts.
3) headcount(H pcs) - is calculated in continuous production and takes into account the replacement of production workers during weekends and holidays (substitutions are set in the amount of one or two work teams):
H pcs \u003d H yav + P,
where P is the substitution.
For periodic productions H pcs \u003d H yav.
4) payroll(N sp) - includes all permanent, temporary and seasonal workers, as well as workers taken to replace absenteeism due to illness, vacation and other reasons on a certain date:
H cn \u003d H yav (H pcs) K lane,
K lane \u003d T nom / T eff,
where K lane - the conversion factor from the attendance (full-time) number to the payroll;
T nom - the nominal fund of the working time of one employee for 1 year, hours (days);
T ef is the effective fund of the working time of one employee for 1 year, hours (days).
To calculate T eff, a balance of working hours is compiled, which characterizes the average number of hours and days of work per employee per year.
When developing the balance of working time, the nominal and effective funds working hours, based on the shift schedule of the enterprise.
T nom \u003d (T cal - T pr - T out) N t cm,
T ef \u003d T nom - T rn,
where T cal is a calendar fund of time equal to 365 days;
t cm is the duration of the shift, hour;
T pr, T out - the number of holidays and days off in a year, respectively.
T rn - regulated absenteeism (planned all-day absenteeism due to illness, vacations and other reasons).
The payroll is determined for a certain number or date, taking into account the employees hired and retired on that day. For managers and specialists H yav \u003d H sp.
The difference between the payroll and staffing is a reserve of production workers for the smooth operation of the enterprise in case of vacations, illness and other planned loss of time.
When calculating the number of maintenance personnel, it should be borne in mind that these workers usually work in one shift, and therefore their shift staff is the basis for calculating the payroll.
5) Average number of employees enterprise for a certain period is defined as dividing the sum of the payroll of employees for all calendar days of the period, including weekends and holidays, for the full calendar number of days of the period.
To correctly determine the average number of employees, it is extremely important to keep a daily time sheet of employees on the payroll, taking into account orders (instructions) for admission, transfer to another job and termination of the employment contract.
6) Growth rates͵ Growth the number of employees of the enterprise for a certain period.
Structural characteristic represented by the ratio of different categories of workers in their total number ( frame structure).
The structure of personnel can also be determined by age, gender, level of education, work experience, qualifications and other characteristics.
The professional and qualification structure of the employees of the enterprise is reflected in the staffing table - a document annually approved by the head of the enterprise and representing a list of employees grouped by departments and services, indicating the category (category) of work and official salary. revision staffing carried out during the year by making changes to it in accordance with the order of the head of the enterprise.
Given the dependence on character labor activity the personnel of the enterprise are divided into professions, specialties and skill levels.
Profession- the type of labor activity (a set of special theoretical knowledge and practical skills), requiring special training for work in this area.
Speciality- ϶ᴛᴏ type of activity within the given profession, which has specific features and requires additional (special) knowledge and skills from the employee. The specialty determines the type of labor activity within the same profession.
Workers of each profession and specialty differ in the level of qualification.
Qualification- the degree of mastery by employees of any profession or specialty, which is reflected in the qualification (tariff) categories and categories.
According to the skill level, workers can be divided into unskilled, skilled and highly skilled. The qualifications of workers are determined by ranks.
Leaders are distributed by structures and management units. According to management structures, managers are divided into linear and functional, according to management levels - into top, middle and lower managers.
The combination of the above 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 for the purposes of personnel management, incl. planning, analysis and development of measures to improve the efficiency of use labor resources enterprises.
Personnel of the enterprise and their characteristics - the concept and types. Classification and features of the category "Personnel of the enterprise and their characteristics" 2017, 2018.
"Personnel. ru", 2014, N 2
COMPOSITION OF THE HR SERVICE
Continuing the conversation started in the last issue of the magazine, let's consider the structure and composition of the personnel service, the job responsibilities of its employees.
In small organizations, personnel issues may not be dealt with by a unit, but by an individual employee; sometimes - along with his main job in another position (more often - a secretary, an accountant). In the latter case, either a separate labor contract(when concurrently), or the presence of a condition to this effect in the current employment contract (when entrusted additional work): Art. 60 of the Labor Code of the Russian Federation prohibits requiring an employee to perform work not stipulated by an employment contract.
It should be noted that the labor legislation does not contain mandatory norms prescribing the creation of a personnel service depending on the number of employees, as well as norms that determine the number of positions for personnel service specialists.
And in general, the process of establishing labor standards (including personnel officers) is not centralized by law, they are introduced by local regulations taken by the employer, taking into account the opinion of the representative body of employees (Article 162 of the Labor Code of the Russian Federation). At the federal level, only certain acts of a recommendatory nature are in force, which can be used by employers in compiling their local regulations (in particular, the Intersectoral Aggregated Time Standards for recruitment and accounting of personnel, approved by the Decree of the Ministry of Labor and social issues USSR dated November 14, 1991 N 78).
The next step in creating a personnel service is the development of job descriptions for each employee (or each position).
A job description, like an employment contract, is an important organizational and legal document that regulates the activities of an employee; it guarantees objectivity when resolving labor disputes, encouragement, imposing a penalty, certification.
Since the positions of HR specialists refer to industry-wide positions of employees, when compiling job descriptions for HR employees, you should use Qualification guide positions of managers, specialists and other employees, approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 N 37. This normative document, which is advisory in nature, ensures a rational division of labor, the correct selection, placement and use of personnel, unity in determining the duties of workers and the qualification requirements for them. It can be used in enterprises, institutions and organizations various forms property, organizational and legal forms and sectors of the economy, regardless of their departmental subordination.
Drafting job description for a specific HR employee using the characteristics from the Qualification Handbook, taken as a basis, makes the task easier and allows you to rationally distribute responsibilities between several employees.
Compiled on the basis of typical qualification characteristics, the job description remains an individual document, since it always has its own characteristics, due to the specifics of the organization (for example, the direction of its activities, scope of work, etc.).
Chapter " General provisions"contains the following information: generalized information about the position, its category; requirements for education (higher or secondary) and practical experience (experience in the specialty); procedure for appointment and dismissal, replacement during absence; basic legislative, regulatory and regulatory methodological and organizational documents on the basis of which the employee carries out his official activity; subordination and who manages.
Chapter " Job Responsibilities" lists specific types works that ensure the performance of these functions of the personnel service. It is advisable to disclose them in detail; most of the wording can be taken from the Qualification characteristics for industry-wide positions of employees, developed by the Institute of Labor and approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 N 37.
Let's give an example qualification characteristic personnel inspector. His job responsibilities include:
1. Design:
Reception, transfer and dismissal of employees in accordance with labor law, regulations and orders of the head of the organization;
Other established personnel documentation;
Cards pension insurance, other documents necessary for assigning pensions to employees and their families, establishing benefits and compensations.
2. Record keeping:
The personnel of the enterprise, its divisions in accordance with unified forms primary accounting documentation;
Granting vacations to employees, monitoring the preparation and compliance with regular vacation schedules.
3. And also:
Formation and maintenance of personal files of employees, making changes in them related to labor activity;
Training necessary materials for qualification, attestation, competitive commissions and presentation of employees for incentives and awards;
Filling, accounting and storage of work books, calculation of seniority;
Issuance of certificates on the current and past labor activity of employees;
Making entries in work books on incentives and rewards for employees;
Entering information on the quantitative, qualitative composition of employees and their movements in the data bank on the organization's personnel, its timely updating and replenishment;
Keeping records;
Studying the causes of staff turnover, participation in the development of measures to reduce it;
Preparation of documents after the expiration of the established terms of the current storage for depositing in the archive;
Condition control labor discipline in the divisions of the organization and compliance by employees with the rules of internal labor regulations;
Preparation of prescribed reports.
The above example does not exhaust all the duties of a personnel inspector.
The section "Rights" establishes the authority of the employee to independently resolve issues related to his competence. Among them, important are the rights of access to information, including confidential information, and the right to request information and documents for formalizing labor relations, the right to agree and sign certain types of documents, etc.
The "Responsibility" section can be brief or detailed (based on job responsibilities).
The section "Relationships" is necessary for the organization of work. As a rule, it generally states that the employee in his activities interacts with all employees or structural divisions on the issues of formalizing labor relations, scheduling vacations, timesheets, etc.
The job description can be supplemented with other sections ("Evaluation of work", "Organization of work", etc.).
The employee signs the job description when hiring (or when accepting the job description, including new edition). It must be remembered that the instructions are impersonal in nature.
Signed for printing on 10.02.2014
- HR records management
1 -1
The composition and structure of the personnel of the enterprise can be quite diverse. But at the same time, there are a large number of different features related to personnel matters.
Dear readers! The article talks about typical ways to solve legal issues, but each case is individual. If you want to know how solve exactly your problem- contact a consultant:
APPLICATIONS AND CALLS ARE ACCEPTED 24/7 and 7 days a week.
It's fast and IS FREE!
First of all, this is connected precisely with the field of activity in which a particular enterprise operates.
Directly composition personnel department may consist of one person or several. A very important role in this is played by the number of employees officially employed at the enterprise.
Basic moments
Human Resources is one of the most important departments in a company. Since it simultaneously solves a large number of very different tasks at once.
At the same time, one should remember about the many different nuances with which the work of this department is connected.
The most significant issues directly related to the personnel service today include the following:
- what it is?
- place of the department in the enterprise;
- legal grounds.
What it is
Today, under the term personnel service» refers to a special institution that specializes in personnel management.
At the same time, a certain list of tasks to be solved by the enterprise of the type in question has been established.
Today, the personnel department is obliged to implement the following main tasks:
- accounting and control;
- planning and regulatory;
- reporting and analytical;
- coordination and information;
- organizational and methodological.
The structure under consideration simultaneously solves a rather extensive list of various tasks. However, they have their own specifics.
This list is primarily influenced by the following:
- the size of the organization;
- direction of activity of a particular enterprise (trade, production or something else);
- the goals of the enterprise itself;
- stages of development of the institution;
- total number of personnel;
- the main tasks that management sets for the staff.
Today, almost no more or less large enterprise can do without a personnel department, in which at least one employee works.
But at the same time, it should be remembered that the legislation does not establish an obligation to create such a personnel department.
If for some reason there is no need for it, then the management has the right not to create such a department. It is only important to remember in large numbers a variety of nuances.
For example, individual entrepreneur, which employs a small number of employees, may not create a personnel department.
Because it is not actually required. It does not take much time to maintain documentation related to a small number of personnel.
That is why hiring personnel workers would actually be a waste of money. But it is still important to understand the structure of the personnel of the enterprise. This will avoid making mistakes.
Place of the department in the enterprise
Today, the structure of the personnel department (if any) is quite significantly dissociated from individual organizational units.
First of all, this applies to accounting, finishing labor protection and many others. But every day the conditions for doing business are becoming more complicated. This also affects the requirements related to personnel management.
Almost every year there is a reform of legislative norms that are directly related to the procedure for personnel records.
The unified formats of documents are changing, and amendments are being made to the Labor Code of the Russian Federation. Accordingly, all these points should be taken into account by the personnel service.
That is why the effectiveness of its work is closely related to interaction with other structures.
Today effective personnel policy is possible only if there is close interaction with other departments of the enterprise.
Sometimes some companies initially create personnel structures whose work is focused on integration with other divisions.
The main features of such structures today are the following:
Every day the personnel department becomes more and more important. Therefore, if the enterprise is large enough and it is necessary to approach the recruitment process as responsibly as possible, it should be staffed accordingly.
Legal grounds
Today, the process of forming the personnel department at the legislative level is not established. But at the same time, it should be remembered that personnel matters are regulated by many different legislative acts.
It is important to familiarize yourself with all of them in advance. And not only to the personnel officers themselves, but also to the head. This will make it possible to prevent the emergence of controversial, conflict issues.
Moreover, both directly with employees and with labor inspectorate. Arbitrage practice regarding the personnel file, it is quite extensive and ambiguous.
That is why it is worth avoiding making various mistakes. This will be possible only after familiarization with the following NAPs:
Documents deserve special attention. federal bodies executive power.
Primarily these include the following:
The list of various kinds of regulatory documentation is very extensive, therefore it is quite difficult to understand it.
This is the main reason why it is worth recruiting already trained, qualified and experienced specialists into the department.
Also, if possible, the company should definitely send staff to advanced training courses.
Personnel structure of the enterprise
The personnel management structure of an enterprise is associated with great responsibility. Since for the most part it is the quality of personnel that determines the success of conducting economic activity enterprises.
Therefore, the high qualification of employees directly responsible for the selection of personnel is extremely important.
Today's highlights include:
- personnel classification;
- the structure of the personnel service;
- ways of improvement;
- composition analysis.
Personnel classification
Today, the number of personnel department depends on many factors. It is conditionally possible to divide all those employed in this department individuals into the following categories:
| Recruiter | Personnel recruiter |
| Adaptation Specialist | Informs the employee about all his immediate duties) |
| HR business specialist | Handles all necessary documentation |
| Benefits and Compensation Specialist | — |
| Standardized labor specialist | — |
| Personnel training specialist | — |
| Responsible for evaluation | About the employee's current activities |
The division is very conditional, since different companies may have employees who perform other duties or combine those indicated above.
If the number of employees is less than 40 people, then usually only one employee can perform all the above functions.
The number of personnel required in the department varies precisely from the number of employees and the tasks assigned to them.
The above classification is not established by law. The employer has the right to independently recruit personnel to the personnel department and distribute all responsibilities.
But it is important to remember to follow the basic rules Labor Code RF. Violation of it is unacceptable and punishable.
In some cases, up to the deprivation of the right to engage in a certain type of activity. If desired, you can find a table by category.
The structure of the personnel service
Today, the structure of the personnel service itself can be different. At the moment, its format is not regulated by law. But there are some typical organizational schemes.
The most common today are the following:
At the same time, the functions of the above units can be performed by one person or several at the same time.
The number of employees performing any specific functions directly depends on the tasks set by the manager, as well as the number of staff.
Selecting one of the above organizational structures any is possible. It all depends only on the wishes and capabilities of the leadership.
Ways to improve
Today, the personnel service can be improved in various ways. The most common options today are the following:
- sending to advanced training courses;
- the head or the personnel department itself - analyze the activities and draw the appropriate conclusions;
- involvement of third-party specialists.
The personnel service (CS) of an organization is a structural association that performs the duties of controlling personnel. The initial task is to optimize the labor process.
The level of competence of the Constitutional Court and the limits of authority are divided as follows:
- Full subordination to the administrative manager (all coordinating schemes are in a single subsystem).
- Direct reporting to the director of the enterprise.
- It has the status of the second step in the vertical after the head.
- The CS is included in the management of the enterprise.
The organizational chart of the service depends on:
- activities;
- the number of employees by state;
- level of managerial potential of the CS.
Organizational structure of the personnel department
- Quick response to changes, additions.
- Optimization of the functions of employees with the transfer of direct control to the lower management level.
- Distribution, consolidation of appointments within the organization.
- Regulation of a rational number of employees subordinate to the manager.
- Compliance with the rights and obligations of employees.
- Clear distribution of organizational powers.
- Minimization of expenses of the management structure.
This is an incomplete list. The following groups of factors influence the scheme of work:
- Features of the device organization.
- Technologies, type of production.
- Style of corporate ethics.
- Developing or following effective existing patterns.
One or more factors can influence the design of a service organization. For the initial data, indicators are taken:
- The number of levels of leadership.
- State.
- Control type.
The structure of the personnel department combines two levels - functional and linear. The first type of management reflects the division between the management of the enterprise and other links. For its construction, fixing the technological sequence of production for each leader (or authorized person), the principle of the matrix is applied.
Responsibilities of personnel officers
The main attention is paid good governance regular resources:
- Building relationships.
- Evaluation of the suitability of the applicant for the position.
- Development of training programs and social projects for company employees.
These functions require regular internal innovations, training of specialists for the service, development of programs, and trainings.
Actions are due to the need for high-quality performance of a number of functional tasks:
- Establishment qualification level according to current economic requirements.
- Controlling the increase in workflow costs.
- Formation of corporate policy, taking into account the established multinational mix of employees.
- The HR Department deals with the settlement of working relations with the Labor Code of the Russian Federation.
- Implementation remote access to the organization's resources.
Conventionally, there are two functional areas of the CS:
- Control of relations in the team.
- Documentation of the employment contract.
The first paragraph means:
- State planning.
- Staffing of the enterprise.
- position held.
- Education, career workers.
- The system of encouragement in the social sphere.
- Compliance with safe working conditions.
Terms labor agreement should be recorded in the documents of the personnel department:
- Instructions, orders.
- Filling in established accounting information forms.
- Preparation and maintenance of labor documentation.
- Formation.
- Consulting services.
- Calculation of the schedule of working hours.
- Issuance of documents for payments (benefits, allowances).
The functional range of the CS requires a high-quality selection of its employees.
Organization of the work of the personnel department
The number of specialists for the CS is justified by rational delimitation and stabilization labor process each individual enterprise. To do this, use the "Qualification Handbook", which indicates the positions:
- management staff;
- specialists;
- technical performers.
For each there is a characteristic, including prescriptions:
- range of duties;
- special knowledge;
- qualification requirements.
The organization of work takes place in accordance with the level of complexity and volume of tasks. Each employee must have the knowledge and skills to:
- Full possession of information about the specifics of the enterprise.
- Management and leadership qualities.
- Learnability.
- Possession of the basics of financial formation.
- Diplomatic skills.
CS organizations provide the following vacancies:
- Head of Human Resources Department.
- Manager:
- for personnel work;
- social benefits;
- compensation;
- Specialist:
- on work with applicants;
- learning;
- employment;
- personnel management.
The availability of positions is determined by the specifics of the enterprise and functional tasks personnel services.
The growth of labor productivity largely depends on personnel, their level of qualification and attitude to work.
Industry Personnel include permanent employees in the field industrial production workers who have received appropriate professional training and have practical experience and work skills. They are divided into employees of industrial enterprises, industry management apparatus, employees of research, design, technological institutes and organizations.
The personnel of the enterprise (personnel, labor collective) is a set of employees included in its payroll.
Personnel of the enterprise consists of industrial and non-industrial personnel.
Determination of the need for personnel, their planning and accounting is carried out for the following categories of employees:
1. Workers (main and auxiliary).
2. Engineering and technical workers (managers and specialists).
3. Employees (technical performers).
4. Junior service personnel.
5. Security and students.
workers occupy the largest share in the total number of employees (3/4 of the part). The level of vocational training of workers in the conditions of a tense balance of labor resources is of particular importance, since it directly affects labor productivity.
Management, technical, economic and organizational management of the enterprise is carried out engineering and technical workers (ITR). Improvement of technology and organization of production and labor, introduction new technology involve the participation of architects, design engineers, technologists, mechanics, power engineers, specialists in automation, electronics, etc. The most important role belongs to line engineers - foremen, foremen, etc.
Managers - employees holding the positions of heads of enterprises and their structural divisions(functional services), as well as their deputies.
Specialists - employees performing engineering, economic and other functions. These include engineers, economists, accountants, sociologists, legal advisers, raters, technicians, etc.
Category employees includes employees associated with accounting, finance, supply, storage of material assets, housekeeping, etc. These include clerks, clerk-typists, timekeepers, draftsmen, copyists, archivists, agents, etc.
Non-industrial personnel include employees employed in the non-industrial sphere of the enterprise: in housing and communal services, medical, educational, children's institutions, etc.
Depending on the nature of labor activity, the personnel of the enterprise are divided into professions, specialties and skill levels.
Profession- a certain type of activity (occupation) of a person, due to the totality of knowledge and labor skills acquired as a result of special training.
Speciality- a type of activity within a particular profession, which has specific features and requires additional special knowledge and skills from employees. For example: an economist-planner, an economist-personnel manager, an economist-financier. Or: fitter, fitter, plumber.
Qualification- the degree and type of professional training of an employee, his knowledge, skills and abilities necessary to perform work or functions of a certain complexity, which is displayed in qualification (tariff) categories and categories.
The quantitative characteristics of personnel is measured primarily by such indicators as payroll, attendance and average headcount workers.
payroll- this is the number of employees on the payroll on a certain date, taking into account the employees hired and left for that day.
Turnout number includes employees who report to work.
Average headcount employees per month is defined as the quotient of dividing the sum of all list data for each day by the calendar number of days in the month. At the same time, on weekends and holidays, the payroll number of employees on the previous date is shown.
In the conditions of continuous movement of personnel, which is caused by numerous reasons of an economic, social and demographic nature, the enterprise constantly has an additional need for employees and the stability of personnel can only be ensured by constantly replenishing those leaving.
The most important task is to retain personnel at the enterprise, since one of the reasons for the additional need for personnel is their turnover, i.e. withdrawal from the enterprise, which causes significant material and financial losses, adversely affects the volume and quality of products.
Consequently, reducing staff turnover and eliminating, on this basis, the loss of working time is tantamount to reducing the need for additional staff.
2. Labor productivity: the essence and methods of measurement.
The efficiency of the use of labor resources of an enterprise characterizes labor productivity, which is determined by the quantity of products produced per unit of working time, or labor costs per unit of output or work performed . AT market conditions labor productivity is the subject of negotiations and contracts between the administration of the enterprise and its labor collective under a special or collective agreement.
The main indicators of labor productivity at the enterprise level are the indicators of production (B) and labor intensity (Tr) of products, which can be calculated using the formulas:
where: q - the volume of manufactured products or work performed in natural or conditionally natural units of measurement;
H cn - the average number of working people;
T is the time spent on the production of all products, standard hours.
Product development - This is the most common and universal indicator of labor productivity in industrial enterprises depending on the unit of measurement of production volume (q), there are three methods for determining output:
1. natural;
2. cost;
3. normalized working hours.
It is most clearly possible to characterize labor productivity by the indicator of production in physical terms , measured in tons, meters, etc. If an enterprise produces several types of homogeneous products, then the output can be expressed in conditionally natural units.
But if the enterprise produces heterogeneous products, then the output indicator can be calculated only in value terms. .
In value terms, the output at the enterprise can be determined by the indicators of gross, marketable, net output, depending on the scope of this indicator. If the output cannot be measured either in physical units or in cost units, then the output indicator is determined in standard hours. Production can be:
1. hourly (per one worked man-hour);
2. day (worked man-day);
3. annual, quarterly or monthly (per one average
employee per year, quarter, month).
Labor intensity represents the cost of working time for the production of a unit of output in physical terms for the entire range of products and services . The labor intensity indicator has some advantages over the output indicator:
1. Firstly, it reflects a direct relationship between the volume of production and labor costs;
2. secondly, its application makes it possible to link the problem of measuring labor productivity with the factors and reserves of its growth;
3. thirdly, it allows you to compare labor costs for the same products in different shops and sections of the enterprise.
Depending on the composition of the costs included in the labor intensity of products, technological, production and total labor intensity, labor intensity of production maintenance and labor intensity of production management are distinguished.
Technological complexity reflects all the labor costs of the main pieceworkers and time workers.
Production labor intensity includes all labor costs of the main and auxiliary workers.
Full labor intensity reflects the labor costs of all categories of industrial and production personnel of the enterprise.
The labor intensity of production maintenance reflects the labor costs of auxiliary workers.
Labor intensity of production management- employee labor costs.
