The composition of the personnel department. Characteristics of the personnel of the organization Structure of the personnel of the enterprise

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 professional and qualification readiness of workers in conditions of tense balance 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 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 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 characteristic of the personnel is measured primarily by such indicators as the payroll, attendance and average payroll number of employees.

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. However, on weekends and holidays the list 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 . In market conditions, labor productivity is the subject of negotiations and agreements between the administration of the enterprise and its labor collective within the framework of 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.

The success of an organization (enterprise) is largely determined by the skill level of its employees, the degree of team cohesion working on one idea. Therefore, the labor resources of the organization are the object of constant concern on the part of management. Everything ultimately depends on people, their skills and desire to work. Within the framework of one enterprise, instead of the term "labor resources", the term "enterprise personnel" is used.

The personnel of the enterprise is a set of employees of various professional and qualification groups employed at the enterprise and included in its payroll. The payroll includes all employees hired for work related to both core and non-core activities. Under the personnel of the enterprise, it is customary to understand the main (regular) composition of the employees of the enterprise. Its main features are:

The presence of labor relations with the employer, which are drawn up by an employment contract (contract);

Possession of certain qualitative characteristics (profession, specialty, qualification, competence, etc.), the presence of which determines the activity of an employee in a particular position or workplace;

Target orientation of personnel activities, i.e. ensuring the achievement of the goals of the organization by establishing adequate goals for an individual employee and creating conditions for their effective implementation.

The very concept of "professional qualification structure of personnel" is ambiguous. It includes three independent, although closely related aspects: the professional structure of the labor force; its qualification structure; qualification content. At the same time, under professional structure workforce is understood as the ratio of representatives of various professional groups, under the qualification structure - the ratio of workers of different skill levels. The content of the qualification of various professions is a set of skills, knowledge, experience, and other components required to perform a particular job. In the most direct way qualification requirements to workers determines the nature of the applied technology.

As a result of development technical means, the emergence of new types of products and services, the introduction the latest technologies, changes social structure society, structural restructuring of the economy in the composition of the labor force are constantly undergoing professional and qualification shifts. Therefore, at any given moment, the structure of employees according to the main professional and qualification groups is rather arbitrary.

According to the professional qualification structure, the personnel (personnel) of the organization are divided into three enlarged groups in accordance with international statistics:

1) "white collar", i.e. focused primarily on non-physical labor;

2) "blue collars", i.e. workers of various professions and skill levels;

3) service workers (the last group in international statistics includes cooks, waiters, medical attendants, police officers, firefighters, household workers - servants, cleaners, etc.).

The second and third groups form the labor force engaged mainly in physical labor. These enlarged groups include various subgroups. So, workers of predominantly non-physical labor include: managers, technical specialists. Workers predominantly of manual labor are divided into highly skilled, low-skilled and simply skilled; in addition, workers in the so-called cross-cutting professions stand out in this group.

The above classification is partly valid in Russia. In addition, all employees Russian Federation are divided according to the following features:

1) according to the functions performed in the production process, the personnel is divided into six categories: workers (main and auxiliary), engineering and technical workers, employees, junior service personnel (MOP), students, security;

2) by the nature of the actual activity (occupation): the basis for classifying an employee in a category is not education, but the position held; the classification of occupations is based on a combination of professional and industry characteristics;

3) according to the principle of participation of workers in the technological process: for the production of products, workers are divided into main and auxiliary, and engineering and technical workers - into managers, specialists and technical performers;

4) by term of work: permanent, seasonal and temporary workers.

All workers in the sphere of material production are divided into two groups:

1) personnel employed in the main activity (in industry, these employees constitute industrial and production personnel);

2) personnel engaged in non-core activities or other personnel.

Industrial personnel include workers directly involved in the production of products or services.

Non-production personnel include employees serving non-industrial facilities and enterprise organizations. These include employees of housing and communal services, children's and medical institutions, cultural and educational institutions, etc., as well as belonging to the enterprise.

In turn, industrial and production personnel depend on the functions performed in production and are divided into:

1) workers (main and auxiliary);

2) engineering and technical workers (ITR);

3) employees;

4) junior service personnel (MOP);

5) students;

6) security workers.

Workers are people who are directly involved in the implementation of production process. With a significant scale of production complex in structure, a correct assessment and orientation in the directions of its development is impossible without a clear division and accounting of labor costs by type and purpose of work. To this end, a classification arose that divides workers into five groups depending on their participation in the production of basic products.

Category "B" - auxiliary workers directly serving the workplaces of workers of category "A". These include adjusters, controllers, crane operators, work distributors and auxiliary workers employed directly at production sites.

Qualification - a set of knowledge and practical skills that allow you to perform work of a certain complexity.

By skill level, workers are divided into:

1) unskilled;

2) low-skilled;

3) qualified;

4) highly qualified.

The qualification of workers is determined by the ranks or class for drivers.

The administrative-legal principle supposes to distinguish employees according to their position: plant director, shop manager, chief planner, Chief Accountant etc.

The functional principle divides management employees into groups according to professions (specialties).

A profession is a set of special theoretical knowledge and practical skills necessary to perform a certain type of work in any industry.

Specialty - division within the profession, requiring additional skills and knowledge to perform work in a particular area of ​​production.

Division of employees according to technological features work (depending on the role of the employee in the decision-making process) makes it possible to distinguish between those who provide management information services (technical performers):

1) heads of enterprises, institutions, departments engaged in the selection and placement of personnel, coordination of the work of individual performers, various parts of the management apparatus, control and regulation of the course of production, administrative and administrative functions, etc.;

2) specialists - scientists, engineers, technicians, economists, etc., who develop and introduce into production new or improved types of products, technical and economic standards, as well as forms and methods of organizing production, labor and management, etc.;

3) technical performers: accountants, accountants, typists, draftsmen, clerks, etc.

With the development of technology based on requirements scientific organization labor and modern office equipment has developed another approach to the division of management personnel into categories of workers according to the nature of work:

1) performing work repetitive, mechanical, regulated certain rules and specifications. These include the functions performed by the personnel responsible for office work and part of the responsible executors (for example, registration of documents, typing);

2) performing a complex of repetitive works that make up basically identical cycles. Many types of activities of responsible executors are of this nature (for example, accrual wages employees, development of a labor plan, etc.);

3) performing non-repetitive work or those whose execution cycle is very long. They are carried out mainly by managers and some of the responsible executors (for example, research at subordinate objects).

To engineering - technical workers(ITR) include specialists who perform the functions of technical, organizational and economic management, as well as enterprise management: engineers, economists, accountants, legal advisers, etc. Specialists are divided into categories: specialist 1, 2, 3 categories and specialist without a category.

Employees are those people who are engaged in accounting, statistical, office work and administrative and economic functions: clerks, cashiers, timekeepers, accountants, etc.

Leaders are distributed by structures and management units. According to the management structures, managers are divided into linear and functional.

According to the levels of management, managers are divided into:

1) higher (director, general director manager and their deputies);

2) secondary (heads of the main structural divisions - departments, departments, workshops, as well as chief specialists);

3) the lower level (working with performers - heads of bureaus, sectors; masters).

In the context of the transition to a market economy in the domestic terminology, new elements appeared in the classification of personnel - managers different levels. These include heads of all levels of management, as well as specialists in management services: managers for advertising, personnel, sales, etc.

To the younger service personnel employees can be classified

performing the functions of caring for office space, maintenance of workers, engineers and employees.

The watchdog and fire department monitor the safety of material assets and property of the enterprise.

The ratio of the listed categories of workers in their total number, expressed as a percentage, is called the structure of personnel corresponding to the applied equipment and technology, the conditions for ensuring the processes of production of labor, the established management regulations. The personnel structure is a set of separate groups of workers united according to some criterion.

The labor resources of an enterprise are the main resource of each enterprise, the quality and efficiency of the use of which largely determine the results of the enterprise and its competitiveness. 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 an enterprise is a set of employees of professional and qualification groups employed at an enterprise and included in its payroll. The payroll includes all employees hired for work related to both its main and non-core activities.

Labor resources include the population of working age (for men aged 16 to 59 years, for women - from 16 to 54 years inclusive); with the exception of non-working war and labor invalids of groups I and II and persons receiving an old-age pension on preferential terms, a. also persons of non-working age (teenagers and the population older than working age) employed in the economy. Also under the labor resources of the enterprise in the conditions market economy it is necessary to understand the totality of employees, both for hire and owners, who invest their labor, physical and mental abilities, knowledge and skills, as well as monetary savings in the conduct of the economic and financial activities of the enterprise. The labor potential of the enterprise should be consistent with its production potential and provide fairly high performance indicators. Labor resources are the object of management at the level of the state, region, industry, enterprise.

In addition to permanent employees, other able-bodied population can take part in the activities of the enterprise, on the basis of a short-term employment contract, i.e. many enterprises, in addition to their main activities, perform functions that do not correspond to their main purpose, under the personnel of an enterprise in a market economy, one should understand the entire set of employees, both for hire and owners, whose labor potential corresponds to production and ensures effective economic activity.

The main element of the entire control system national economy are frames that at the same time can act as both an object and a subject of management. The employees of the enterprise act as an object because they are part of the production process. The cadres represent the staff of employees of enterprises, institutions, organizations are divided into two large groups: management cadres and working cadres.

The difference between labor resources and other types of enterprise resources lies in the fact that each employee can refuse the conditions offered to him and demand a change in working conditions and modification of unacceptable, from his point of view, work, retraining in other professions and specialties, can finally quit businesses of their own accord.

The personnel structure or personnel of the enterprise and its changes have certain quantitative, qualitative and structural characteristics, which can be measured with a greater or lesser degree of reliability and reflected in the following absolute and relative indicators:

• - payroll and actual number of employees of the enterprise and (or) its internal divisions, certain categories and groups for a certain date;
• - the average number of employees of the enterprise and (or) its internal divisions for a certain period;
• - the share of employees of 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;
• - the average category of workers of the enterprise;
• - the share of employees with higher or secondary specialized education in the total number of employees and (or) employees of the enterprise;
• - average work experience in the specialty of managers and specialists of the enterprise;
• - staff turnover for the admission and dismissal of employees;
• - capital-labor ratio of employees 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 for the purposes of personnel management, including planning, analysis and development of measures to improve the efficiency of the use of the enterprise's labor resources.

The quantitative characteristic of the labor resources of the enterprise is primarily measured by such indicators as the list, attendance and average number of employees.

• 1) 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 left for that day.
• 2) The 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.).
• 3) To determine 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, employee turnover and series. other indicators. The average number of employees per month is determined by summing 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). To correctly determine the average number of employees, it is necessary to keep a daily record of employees on the payroll, taking into account orders (instructions) on the admission, transfer of employees to another job and termination of the employment contract.
• 4) In addition to the number of employees, a quantitative characteristic of the labor potential of an enterprise and its internal divisions can also be represented by the labor resource fund (F) in man-days or man-hours.

The qualitative characteristics of the labor resources (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.

The qualitative characteristics of the personnel of the enterprise and the quality of labor are much more difficult to assess. Currently, there is no common understanding of the quality of labor and the qualitative component of the labor potential of the workforce. Long discussions on these issues in the economic literature in the 1940s-60s and in the 70s outlined only the main range of parameters or characteristics that determine the quality of work:

• 1) economic (complexity of labor, employee qualifications, industry affiliation, working conditions, length of service);
• 2) personal (discipline, skills, conscientiousness, efficiency, creative activity);
• 3) organizational and technical (the attractiveness of labor, its technical equipment, the level of technological organization of production, rational organization labor);
• 4) socio-cultural (collectivism, social activity, general cultural and moral development).

The composition of the MU "Financial Management of the Baksan District" includes:

• - budget department;
• - Department accounting and reporting;
• - control and revision department;
• - department of income planning and economic analysis;
• - department of organizational and control, personnel work and information technologies;
• - Department of budget execution.

Maximum staffing of municipal employees and technical personnel municipal institution"Finance Management Baksansky municipal district"approved by a decree of the head of the local administration of the Baksansky municipal district.

The head of the MU "Financial Management of the Baksan District" regularly holds meetings with the heads of structural divisions, at which he reviews the progress of the implementation of programs and plans, makes decisions on operational issues, as well as other activities for the current period.

Based on the results of consideration of documents, the head of the MU "Financial Management of the Baksan District" gives appropriate instructions to officials in the form of resolutions signed by him. The consent expressed in the resolution serves as the basis for the preparation of relevant documents (drafts, information, materials, etc.). The instruction contained in the resolution is subject to execution by the person (or persons) indicated in it and control in accordance with these Regulations.

MU "Financial Management of the Baksansky District" takes part in the preparation of legal acts of the Council of Local Self-Government and the local administration of the Baksansky Municipal District, and ensures their implementation. The MU "Financial Management of the Baksansky District" cannot act contrary to the official position of the local administration of the Baksansky Municipal District.

Coordinating bodies created by the local administration of the Baksansky municipal district to ensure coordinated actions of interested bodies executive power in solving a certain range of tasks, are called commissions.

The creation, reorganization and liquidation of these commissions, the appointment of chairmen, the approval of the personal composition and the determination of competence is carried out by the head of the local administration of the Baksansky municipal district.

The scope of activity and powers of the commission and councils are determined by the legal acts of the local administration on their creation.

For the prompt and high-quality preparation of materials and draft decisions, commissions and councils can create working groups, which include specialists from the MU "Financial Management of the Baksan District" on issues within the competence of the Office.

Employees replacing municipal positions of the municipal service of the MU "Financial Management of the Baksansky District" and carrying out technical support of the apparatus of the MU "Financial Management of the Baksansky District", and not classified as municipal positions of the municipal service, are appointed and dismissed by order of the head of the MU "Finance Management of the Baksansky District".

Registration of the appointment, transfer and dismissal of employees of the MU "Financial Management of the Baksan District" is carried out by a specialist in whose competence is the conduct of personnel work.

The labor activity of employees of the MU "Financial Management of the Baksansky District" is organized in accordance with the internal labor regulations, job descriptions and is carried out on the basis of the current labor legislation of the Russian Federation.

At the end of the first reading of the draft district budget of the Baksansky municipal district and the draft decision on the district budget, the Council of Local Self-Government makes a decision to accept or reject the draft decision on the district budget in the first reading.

In the absence of disagreements and comments on the draft district budget of the Baksansky municipal district, the Council of Local Self-Government makes a decision on the adoption of the district budget.

The decision on the regional budget for the next financial year adopted by the Council of Local Self-Government of the Baksansky Municipal District is sent to the Chairman of the Council of the Baksansky Municipal District for signing.

The decision on the budget for the next financial year is subject to publication no later than 10 days after its signing in accordance with the procedure established by the budgetary legislation.

In case of rejection of the draft district budget of the Baksansky municipal district and the draft decision on the district budget in the first reading, the draft district budget of the Baksansky municipal district and the draft decision on the district budget are submitted for approval to the conciliation commission. The composition of the conciliation commission in equal numbers includes representatives of the Council of Local Self-Government of the Baksansky Municipal District and the local administration of the Baksansky Municipal District. Within a period not exceeding 10 calendar days from the date of entry into force of the decision of the session of the Council of Local Self-Government of the Baksansky Municipal District to reject the project, the conciliation commission develops a version of the main characteristics of the draft regional budget of the Baksansky Municipal District. The decision to adopt a variant of the main characteristics of the draft regional budget of the Baksansky municipal district is made by a separate vote of the members of the conciliation commission - representatives of the Council of Local Self-Government of the Baksansky municipal district and members of the conciliation commission - representatives of the local administration of the Baksansky municipal district. The decision is considered adopted by the party if the majority of the representatives of this party present at the meeting of the conciliation commission voted for it. The decision is considered adopted if it is approved by both representatives of the Local Self-Government Council of the Baksansky Municipal District and representatives of the local administration of the Baksansky Municipal District. The agreed and revised draft of the district budget is re-submitted by the conciliation commission to the Local Self-Government Council of the Baksansky municipal district for its further adoption at the end of the second reading.

The procedure for submission, consideration and approval of the annual report on the execution of the regional budget of the Baksansky municipal district is established by the Local Self-Government Council of the Baksansky municipal district.

Simultaneously with the annual report on the execution of the regional budget of the Baksansky municipal district, the following documents and materials are submitted:

• - a draft decision on the execution of the regional budget of the Baksansky municipal district;
• - information on the expenditure of the reserve fund;
• - information on the provision and repayment of budget loans;
• - information about the provided municipal guarantees;
• - information on municipal borrowings by types of borrowings;
• - information about the structure of the municipal debt;
• - information on income received from the use of municipal property;
• - certificate of accounts payable of the regional budget of the Baksansky municipal district for recipients budget funds, performers and suppliers for services rendered and work performed;
• - certificate of accounts receivable to recipients of budgetary funds;
• - other budget reporting on the execution of the regional budget of the Baksansky municipal district and budget reporting on the execution of the consolidated budget of the Baksansky municipal district, other documents and materials provided for by the budgetary legislation of the Russian Federation.

Based on the results of consideration of the annual report on the execution of the district budget, the Council of Local Self-Government of the Baksansky Municipal District makes a decision to approve or reject the report on the execution of the district budget.

If the decision on the execution of the district budget is rejected by the Local Self-Government Council of the Baksansky municipal district, it is returned to eliminate the facts of inaccurate or incomplete reflection of data and re-submission within a period not exceeding one month.

The annual report on the execution of the regional budget of the Baksan municipal district is submitted to the Local Self-Government Council of the Baksan municipal district no later than May 1 of the current year.

Not earlier than ten days after the day of publication of the draft regional budget of the Baksansky municipal district (report on its implementation), but not later than five days before the day of the first consideration of the draft (report) by the Council, public hearings on the specified draft (report) are held.

The decision to schedule public hearings on the draft district budget and the report on the execution of the district budget is made within ten days after the said draft (report) is submitted to the Local Self-Government Council of the Baksansky Municipal District and is published together with the draft (report). The specified project (report) is published together with annexes to it, which contain information referred by the Budget Code of the Russian Federation to the composition of indicators, in without fail submitted for consideration of the budget decision.

The draft district budget and the annual report on its implementation are considered at public hearings, taking into account the specifics provided for by the Budget Code of the Russian Federation, other federal laws, laws of the Kabardino-Balkarian Republic, the Charter of the Baksansky municipal district, the Regulation "On budget process in the Baksansky municipal district", the Procedure for organizing and holding public hearings in the Baksansky municipal district.

The Local Self-Government Council of the Baksansky Municipal District ensures the publication of the conclusion on the results of public hearings without attachments within 5 days from the date of the public hearings.

The protocol and conclusion on the results of public hearings, all additional proposals and materials received are sent to the Local Self-Government Council of the Baksansky Municipal District for consideration, a decision on the merits and subsequent storage. The report of the organizing committee for holding public hearings is sent to the same body.

After the decision of the Council of Local Self-Government of the Baksan Municipal District on the issue (s) of public hearings, the organizing committee ceases its activities.

The head of the MU "Finance Department of the Baksansky District", within his authority, issues orders, the execution of which is mandatory for all structural divisions of the MU "Finance Department of the Baksansky District".

Within its competence, prepares draft resolutions and orders of the head of the local administration of the Baksansky municipal district.

Orders are taken in order to resolve the most important production tasks, as well as on issues relating to the personnel of the Directorate.

The orders indicate specific measures, the execution of which will ensure the solution of the tasks set, the deadlines for execution, the responsible persons or structural units that are entrusted with monitoring the execution.

The organization and control of the execution of individual items can be entrusted to various officials.

Orders come into force from the day they are signed, unless otherwise specified in the legal acts themselves.

Draft orders are prepared at the direction of the head of the MU "Financial Management of the Baksansky District", draft resolutions and orders - on the instructions of the head of the local administration of the Baksansky Municipal District. The signed orders are registered in the department of organizational and control, personnel work and information technologies of the MU "Financial Management of the Baksansky District", copies of the orders are sent to interested parties no later than three days from the date of their signing, and urgent ones - immediately.

Draft orders, resolutions, orders should have titles that briefly reflect the content of the document.

The stating part (preamble) of a legal act serves to justify the adoption of the document. It should be concise and meaningful. The preamble indicates the actual circumstances and motives that served as the reason or reason for issuing the document, and should also contain references to laws or other regulatory legal acts, in accordance with which the this document, indicating the name of the law or other regulatory legal act, its date and number.

The operative or administrative part must contain clear, specifically formulated tasks, indicating the deadlines and persons responsible for the implementation of this legal act.

Lists, regulations, charters, instructions, tables, charts, estimates, maps, diagrams and other materials necessary for the proper application and execution of the document may be attached to legal acts.

Annexes to a legal act are printed by the structural subdivision representing this project, are endorsed by his head or direct executor with a clear indication of the date, surname, initials, position.

Names mentioned in legal acts government agencies, organizations and other institutions should correspond to their official names.

In draft legal acts, no abbreviations other than generally accepted ones are allowed.

Draft legal acts and annexes to them with the necessary certificates in printed form must be agreed and endorsed by the executor, heads of interested services, a lawyer, deputy head of administration in charge of this section of the work.

Approval of legal acts is carried out on the approval form or on the last page of the first copy of the text of the draft, indicating the name of the approver and the date. In case of disagreement with the content of the project, the approver makes a note on the approval form and attaches a reasoned opinion.

If there are disagreements on the draft legal act, the leader who prepared the draft legal act must hold a discussion with the interested parties in order to find a mutually acceptable solution. If such a solution is not found, comments signed by the heads of the relevant structural units are attached to the draft legal act.

If significant changes are made to draft legal acts in the process of revision, they are subject to re-approval with the heads of the relevant structural units.

When printing legal acts on forms, corrections are not allowed, with the exception of spelling, stylistic and other obvious errors.

The term for agreeing on draft resolutions and orders of the head of the local administration depends on the degree of importance and volume of the document, the number of approval visas, taking into account the comments made, but it cannot be: resolution - more than 5 working days; orders - more than 3 working days. Extension of the terms for the approval of draft documents is allowed with the permission of the deputy head of the local administration and the manager of affairs.

The signed resolutions and orders are registered in the department of organizational, control and personnel work of the local administration of the Baksansky municipal district.

The department of organizational, control and personnel work of the local administration of the Baksansky municipal district ensures the issuance, duplication and sending of legal acts to interested organizations and executors according to the list provided by the executor who prepared the project no later than three days after signing, and urgent - immediately.

During the emergence and documentation labor relations a lot of documents are formed under the general name "personnel documentation". In the specialized literature, a set of personnel documents is systematized according to various criteria.

For example, two large groups of personnel documents are distinguished by target affiliation:

1. Documents for personal records composition of employees, which include orders for hiring, transferring to another job, granting leave, dismissal, employee's personal card, etc. The main part of the documents on personnel was included in unified forms primary accounting documentation for the accounting of labor and its payment, approved by the Decree of the State Statistics Committee of the Russian Federation of January 5, 2004 No. 1 "On approval of unified forms of primary accounting documentation for the accounting of labor and its payment."

2. Documents related to the implementation of the functions of personnel management and labor organization(Internal labor regulations, Regulations on the structural unit, Job descriptions, Structure and staffing, staffing). AT " All-Russian classifier management documentation" OK 011-93, approved by the Decree of the State Standard of the Russian Federation dated December 30, 1993 No. 299, these documents are called "documentation on the organizational and regulatory regulation of the activities of an organization, enterprise."

Also, all personnel documentation can be divided into documents that you must look at when hiring your employees (Article 65 of the Labor Code of the Russian Federation) and, of course, those documents that you create and develop in your organization. Thus, you can use the classification of personnel documentation that is in the organization, dividing it into two groups:

Group I - Documents presented at the conclusion of an employment contract. Documents of employees required by law (copies) (Article 65 of the Labor Code of the Russian Federation):

Identity documents;
- work book, except for employees who are employed for the first time and part-time workers;
- insurance certificate state pension insurance;
- the documents military registration(military ID, registration certificate, etc.);

Education document;
- a certificate of the presence (absence) of a criminal record for certain types of activities.

Group II - Documents that the employer creates in connection with the emergence of labor relations:

1. Local regulations(LNA) -personnel documents that are developed within the organization. There is no clear concept of LNA in labor legislation, however, in article 8 of the Labor Code of the Russian Federation there is a mention that these are norms that reveal labor law, and also these are the documents that tell how you apply labor legislation in your organization to suit your specifics. And here it should be noted that the most important thing is that your LNA, which you develop and create, must be analyzed so that they do not worsen the position of employees in accordance with labor legislation, because. in Art. 8 of the Labor Code of the Russian Federation, it is said that: “The norms of local regulations that worsen the position of workers in comparison with the established labor legislation and other regulatory legal acts containing norms labor law, collective agreement, agreements, as well as local regulations adopted without complying with the established Art. 372 of this Code, the procedure for taking into account the opinion of the representative body of employees are not subject. In such cases, labor legislation and other normative legal acts containing labor law norms, a collective agreement, agreements are applied.

Document normative criteria are two factors that should be applied in combination:

1. Repeated application - this means that after you have put the document into effect, its application does not lose its force, but continues to be valid.

2. Non-personality - this means that the document does not concern any individual subject, but a circle of persons, associations, divisions, etc.

1) Mandatory LNA.

1. Staffing table (form T-3), approved by order of the employer (Articles 15, 57 of the Labor Code of the Russian Federation);

2. Internal labor regulations (PWTR), approved by the order of the employer (Articles 189, 190, Labor Code of the Russian Federation);

3. Rules and instructions for labor protection. A set of all regulatory legal acts on labor protection applicable to the employer's enterprise (section X of the Labor Code of the Russian Federation);

4. Regulations on the personal data of employees or other documents regulating the procedure for using the personal data of employees at the enterprise, the obligation not to disclose personal data (clause 8 of article 86, article 87 of the Labor Code of the Russian Federation);

5. Trade secret regulations/agreements. The list of information constituting a commercial secret, approved by the employer;

6. Local regulations (LNA) on wages;

7. Collective agreement(mandatory subject to receipt of an offer in writing about the start of collective bargaining).

2) LNA taking into account the specifics. For example, the Labor Code of the Russian Federation provides for the possibility of introducing a shift work schedule for employees. If you enter shift work work, then the shift schedule will become a mandatory local normative act for you, with which employees must be familiarized a month before its entry into force.

3) Other LNA. Other local regulations are those acts that are not provided for by law, but are developed in the organization in order to regulate labor relations with employees, which include norms on employee discipline, working hours, safety and industrial sanitation, hiring and dismissal of employees, without which the employer will not be able to function normally.

2. Documents on personnel functions. The next documents in which the need arises in the organization are documents on personnel functions. Such documents include contractual documents - an employment contract, a collective agreement, an agreement on liability etc. Administrative documents - orders, orders of the head. Primary accounting documents for recording personnel, working hours and wages - a time sheet for the use of working time, a personal card T-2. Information and reference documents are all statements, memos, memos that arise in our work. Relatively archival documents- This is a special block of legislation that stands apart. Based federal law 125-FZ “On Archival Affairs in the Russian Federation”, the authority to check organizations for compliance with archival legislation was transferred to the Federal Archival Agency.

1) Contractual documents.

2) Administrative documents.

3) Primary accounting documents for accounting of personnel, working hours and wages.

4) Information and reference documents.

5) Archival documents.

Another document classification system includes two categories: Mandatory and optional documents:

1. Mandatory personnel documents, the presence of which is directly provided for by the Labor Code of the Russian Federation for all employers ( legal entities and individual entrepreneurs).

This type of personnel documents includes local regulations provided for by the Labor Code of the Russian Federation (Articles 57, 86-88, 103, 123, 189, 190, 212, Labor Code of the Russian Federation) and therefore mandatory for each employer and documents created in the process of emergence and documentation labor relations in accordance with the requirements of the Labor Code of the Russian Federation (Articles 62, 66, 67, 68, 84.1, 193 of the Labor Code of the Russian Federation). The former are related to the organizational and regulatory regulation of labor relations and the establishment of the regime and working conditions for a particular employer, the latter serve to record the personnel of employees:

1. Collective agreement

2. Regulations on remuneration and bonuses

3. Regulations on the certification of employees

4. Nomenclature of cases personnel service

5. Regulations on the personnel department

6. Job descriptions of personnel department employees

7. Staffing table (T-3 form)

8. Time sheet (form T-13)

9. Shift schedule

10. Guidance instructions personnel office work

11. Internal labor regulations

12. Regulations on the protection of personal data of employees

13. Vacation schedule (T-7 form)

14. Work book

15. Income and expense book for accounting forms work books and inserts for them

16. Book of accounting for the movement of work books and inserts to them.

This also includes unified forms of primary accounting documentation for accounting for labor and its payment, the maintenance of which, in accordance with paragraph 2 of the Decree of the Goskomstat of the Russian Federation dated January 5, 2004 No. 1 “On approval of unified forms of primary accounting documentation for accounting for labor and its payment”, is mandatory for all organizations operating on the territory of the Russian Federation, regardless of the form of ownership.

Currently, the following unified forms for personnel accounting are in force: No. T-1 "Order (order) on hiring an employee", No. T-1a "Order (order) on hiring employees", No. T-2 "Personal card employee", No. T-2GS (MS) "Personal card of a state (municipal) employee", No. T-3 "Staffing", No. T-4 " Registration card scientific, scientific and pedagogical worker", No. T-5 "Order (instruction) on the transfer of an employee to another job", No. T-5a "Order (instruction) on the transfer of employees to another job", No. T-6 "Order (instruction) ) on granting leave to an employee”, No. T-6a “Order (instruction) on granting leave to employees”, No. T-7 “Vacation schedule”, No. T-8 “Order (instruction) on termination (termination) of an employment contract with an employee ( dismissal)”, No. T-8a “Order (order) on termination (termination) of the employment contract with employees (dismissal)”, No. T-9 “Order (order) on sending an employee on a business trip”, No. T-9a “Order ( order) on sending employees on a business trip", No. T-10 "Travel certificate", No. T-10a "Service assignment for sending on a business trip and a report on its implementation", No. T-11 "Order (instruction) on encouraging the employee", No. T-11a "Order (order) on the promotion of employees."

In addition, Resolution No. 1 of the Goskomstat of the Russian Federation dated January 5, 2004 approved unified forms for recording working hours and settlements with personnel for wages: No. T-12 “Time sheet and payroll calculation”, No. T-13 “Time sheet accounting of working hours", No. T-49 "Payment statement", "Payment statement", No. T-53 "Payment statement", No. T-53a "Payment register register", No. T-54 "Personal account", No. T-54a “Personal account (svt)”, No. T-60 “Note-calculation on granting leave to an employee”, No. T-61 “Note-calculation upon termination (termination) of an employment contract with an employee (dismissal)”, No. T -73 "Act on the acceptance of work performed under a fixed-term employment contract concluded for the duration of a certain work."

2. Optional personnel documents, which the employer can accept within the framework of local rule-making, their list, the procedure for maintaining the employer determines independently.

Optional personnel documents are advisory in nature, they also contain labor law norms and are necessary for the regulation of labor relations. Such personnel documents include, for example, provisions on structural divisions, staff position, job descriptions, regulations on certification of employees and others.

Thus, the general composition of personnel documents is determined directly by the employer, taking into account the requirements current legislation, the scale and specifics of the organization of labor, with the exception of those documents and unified forms of primary accounting documentation for the accounting of labor and its payment, which are mandatory for each employer.

In addition, the developers of the above classifier apply another principle for systematizing personnel documentation, namely, according to typical personnel procedures, the following types of personnel documents are distinguished:

1. Recruitment documentation:

· Application for a job;

· Appointment contract;

· The order of acceptance to work;

Protocol general meeting labor collective about hiring.

2. Documentation for the transfer to another job:

· Application for transfer to another job;

· Representation of transfer to another job;

· Order for transfer to another job.

3. Retirement Documentation:

· Letter of resignation;

· Order of dismissal;

· Minutes of the general meeting of the labor collective on dismissal.

4. Leave documentation:

· Vacation schedule;

· Application for leave;

· Order for leave.

5. Rewards Documentation:

· Presentation of promotion;

· Order on encouragement;

· Minutes of the general meeting of the labor collective on promotion.

6. Documentation on registration of disciplinary sanctions:

Reporting a violation labor discipline;

· Explanatory note on violation of labor discipline;

・Order of imposition disciplinary action;

· Minutes of the general meeting of the labor collective on the imposition of a disciplinary sanction.

If we consider personnel documents that are part of the employee's personal file, then they can be divided into:

1. Issued upon admission to work:

2. Feature

4. Autobiography

5. Job Application

6. Personal card

7. Order on the admission of an employee (form T-1), on the admission of employees (form T-1a)

8. Protocol on the election to the position and the results of the competition for vacant position

9. Employment contract

2. Added during labor activity:

1. An order to grant leave (form T-6), to grant holidays (form T-6a), to encourage an employee (form T-11), to encourage employees (form T-11a), to send an employee on a business trip (form T- 9), on the business trip of employees (form T-9a), on the transfer of an employee (form T-5), on the transfer of employees (form T-5a), on the application of a disciplinary sanction, on the removal of a disciplinary sanction, on combining positions, on filling positions , on the postponement of vacation, on recall from vacation, on suspension from work, on staff reduction.

2. Copies of documents on the basis of which personal data have changed (certificate of marriage or its dissolution, birth of a child, etc.).

3. Attestation sheets.

4. Copies of documents on advanced training.

5. Explanatory notes, notifications, acts, etc.

To carry out the production process, three factors or economic resources are necessary:

• means of labor (OPF);
• objects of labor (OS);
• labor resources.

Human resources is a broad concept. This is the population of working age, not employed in manufacturing or non-manufacturing sphere. Persons of working age involved in production are called production personnel.

The quality of products, the costs of their production and, ultimately, the efficiency of production depend on the composition of personnel, their structure, qualifications, and attitudes towards work.

All workers in production are divided into 2 groups:

1) industrial and production personnel (these are people directly involved in production);

2) non-industrial personnel. This group includes workers serving non-industrial facilities and enterprise organizations (ZhKO, children's institutions, vocational schools, clubs, medical units, subsidiary farms etc.).

Depending on the functions performed, the PPP is divided into the following categories:

• workers;
• managers and specialists;
• employees;
• security, students.

Depending on the participation in production, workers are divided into Main And Auxiliary.

Essential Workers Directly carry out technological processes manufacturing products, that is, they affect the object of labor and control production equipment.

Auxiliary workers Carry out repair of equipment, instrumentation, control over the course of the process, the quality of raw materials and products, transportation, movement of raw materials, materials and finished products, that is, they perform the functions of maintenance and production support.

Managers and specialists They perform the functions of management, planning, technical and organizational management of production: these are shop managers, technologists, mechanics, power engineers, economists, employees of functional services and departments. In the number of PPPs, they account for approximately 14% (chemical industry), 11% (PSM).

Employees. This category includes workers performing accounting, clerical and economic work (accountants, typists, employees of the AHO). They account for approximately 3% of the total number of PPPs.

MOS- these are workers engaged in consumer services for workers (cloakroom attendants, cleaners industrial premises, wipers, etc.).

VOKhR and students- employees of guard and fire protection, students - persons, regardless of age, undergoing individual or brigade industrial training directly at the enterprise. The share in the number of SPPs of the last two groups is approximately 3%.

The main and auxiliary workers differ in profession, specialty and qualifications.

Profession is a type of work activity that requires special training for work in this industry.

The profession includes Specialties. For example, the profession of a locksmith includes specialties: assembler, repairman, toolmaker, plumber, etc.

Qualification Means a set of knowledge, skills and abilities to perform certain work. It is characterized by a tariff category.

A modern worker deals with a large flow of information, therefore, he must have not only general and professional knowledge, but also the ability to correctly perceive and interpret information, and quickly respond to its changes.

AT modern conditions increasing demands on professionals higher education. They must be able to think economically, master new management methods, study system analysis and production management issues in market conditions, acquire knowledge in the field of sociology, psychology, law, financing, and foreign economic activity.

Periodic certification of specialists, the system of training and retraining of personnel are aimed at solving these problems.

The personnel structure is understood as the percentage ratio of the number of each of the listed categories to the total number of PPPs. The structure of personnel is changing as a result of the scientific and technical progress (the share of engineering and technical workers is increased, the share of auxiliary workers and the share of workers engaged in heavy unskilled labor in the number of workers is reduced).

Analysis of the structure of personnel allows you to determine the need for them, plan their training.