Who is a specialist. What professions belong to employees and specialists. What is the difference between employee and specialist

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Personnel (labour personnel) of the enterprise - the main composition of qualified employees of the enterprise, firm, organization.

Usually, the labor personnel of an enterprise are divided into production personnel and personnel employed in non-production units. Production personnel - workers engaged in production and its maintenance make up the bulk of the workforce of an enterprise.

Categories of production personnel

The largest and most important category of production personnel is workers enterprises (firms) - persons (employees) directly involved in the creation of material values ​​or work on the provision of production services and the movement of goods.

Workers are divided into main and auxiliary.

The main workers include workers who directly create commercial (gross) products of enterprises and are engaged in the implementation of technological processes, i.e. a change in the shape, size, position, state, structure, physical, chemical and other properties of the objects of labor.

Auxiliary workers include workers engaged in the maintenance of equipment and jobs in production workshops, as well as all workers of auxiliary workshops and farms.

Auxiliary workers can be divided into functional groups: transport and loading, control, repair, tool, economic, warehouse, etc.

Leaders- employees holding positions of heads of enterprises (directors, foremen, chief specialists, etc.).

Specialists ~ employees with higher or secondary specialized education, as well as employees who do not have special education, but occupy a certain position.

Employees - employees involved in the preparation and execution of documents, accounting and control, economic services (agents, cashiers, clerks, secretaries, statisticians, etc.).

Junior service staff persons holding positions in the care of office premises (janitors, cleaners, etc.), as well as in servicing workers and employees (couriers, messengers, etc.).

The ratio of various categories of workers in their total number characterizes structure of personnel (personnel) enterprises, workshops, sites. The structure of personnel can also be determined by such characteristics as age, gender, level of education, work experience, qualifications, degree of compliance with standards, etc.

Professional and qualification structure of personnel

The professional and qualification structure of personnel is formed under the influence of the professional and qualification division of labor. Under profession usually understand the type (kind) of labor activity that requires certain training. Qualification characterizes the degree of mastery of this profession by employees and is reflected in the qualification (tariff) categories, categories. Tariff categories and categories are also indicators characterizing the level of complexity of work.

With regard to the nature of the professional preparedness of workers, such a concept is used as speciality, determining the type of labor activity To within the same profession (for example, the profession is a turner, and the specialties are a turner-borer, a turner-carousel).

Differentiation in specialties for the same working profession is most often associated with the specifics of the equipment used.

Under the influence of scientific and technological progress, there is a change in the number and proportion of individual professions and. professional groups of production personnel. The number of engineering and technical workers and specialists is increasing at a faster pace than the growth in the number of workers, with a relative stability in the share of managers and technical performers. The growth in the number of these categories of workers is due to the expansion and improvement of production, its technical equipment, changes in the sectoral structure, the emergence of jobs that require engineering training, as well as the increasing complexity of products. Obviously, this trend will continue in the future.

Planning the number and composition of personnel

The need for personnel is planned separately for groups and categories of employees. When planning the number of personnel at the enterprise, a distinction is made between attendance and payroll.

The attendant composition - the number of employees who actually come to work during the day.

Categories of personnel of the organization

IN payroll includes all permanent and temporary workers, including those on business trips, vacations, and military training camps.

The attendance number of employees is calculated, and their payroll number is determined by adjusting the attendance number using a coefficient that takes into account the planned absences from work.

In practice, two methods are used to determine the required number of workers:

1) according to the complexity of the production program;

2) according to the standards of service.

The first method is used in determining the number of workers employed in normalized jobs, the second - in determining the number of workers employed in non-standardized jobs, mainly auxiliary workers. The number of engineers and employees is determined according to the staffing table.

Indicators of the dynamics and composition of personnel

The staff of the enterprise in terms of numerical composition, skill level is not a constant value, it changes all the time: some workers are fired, others are hired. Various indicators are used to analyze (reflect) changes in the number and composition of personnel.

Indicator of the average number of employees (R) is determined by the formula:

Where R 1, R 2, R 3, … R 11, R 12- the number of employees by month.

Frame acceptance rate ( K p) is determined by the ratio of the number of employees hired by the enterprise for a certain period of time to the average number of employees for the same period:

Where R p— the number of hired employees, people; — average headcount, persons.

The attrition rate (Ar) is determined by the ratio of the number of employees laid off for all reasons for a given period of time to the average number of employees for the same period:

Where R uv— the number of laid-off workers, people; — average headcount, persons.

Frame Stability Ratio (K s) it is recommended to use when assessing the level of organization of production management both at the enterprise as a whole and in individual departments:

Where R' uv - the number of employees who left the enterprise of their own free will and because of a violation of labor discipline during the reporting period, people; — average number of employees at this enterprise in the period preceding the reporting period, people: R p— the number of newly hired employees during the reporting period, people.

Staff turnover rate (K t) is determined by dividing the number of employees of the enterprise (workshop, section), retired or dismissed for a given period of time, by the average number for the same period:

Where R uv— the number of retired or dismissed employees, people; R? — average headcount, people

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« WORK RESOURCES OF THE ENTERPRISEOrganization of labor at the enterprise »

Line staff

It includes:

• sellers;
• cashiers;
• workers;
• operators;
• waiters;
• consultants;
• clerks;
• doctors;
• teachers and many others.

Selection of line personnel

Recruitment of line personnel is a very difficult and problematic job. This is due, first of all, to the high turnover of line personnel, which is caused by relatively low wages.

In addition, the number of applicants for such positions is usually very large, but most applicants consider this job only as temporary. For example, during the holidays with students or until such time as you can get a higher paying job.

The third problem lies in the fact that line personnel can be divided into two parts:

• unskilled workers - sellers, cashiers, laborers;
• workers with special knowledge and skills - teachers, doctors, locksmiths, bank employees.

The problem lies in the fact that it is very difficult to find an employee with highly specialized skills for a permanent job with a low level of pay.

Line personnel management

To manage line personnel, the organizational structure of the same name is usually used.

What categories of staff are divided into

Its peculiarity lies in the fact that at the head of each department there is one head who is subordinate to a higher one. At the same time, everyone follows the instructions only of their immediate superior and is also accountable only to him. Such a system provides subordinates with clear and interrelated tasks and instructions. At the same time, there are no problems with reporting and the unity of the functioning of the entire vertical is ensured.

The disadvantage of a linear personnel management system is that the manager, without the presence of additional experts and specialists from different fields, must be absolutely competent in all the nuances of the production process. This often leads to overload. Yes, and such a system is suitable only for managing the lower levels of small enterprises with a narrow range of tasks to be solved.

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If you need any advice on the recruitment or management of line personnel, please call us at 8-495-222-12-91 or email This email address is being protected from spambots. You must have JavaScript enabled to view. .

In the reporting on the labor of enterprises and organizations of individual sectors of the sphere of material production (industry, construction, transport, state farms and some other industrial sectors), the number of employees is divided into two groups: workers and employees.

The following categories are distinguished from the group of employees: managers, specialists and other employees related to employees.

ConsultantPlus: note.

Decree of the State Standard of the Russian Federation of December 26, 1994 N 367, from January 1, 1996, the All-Russian Classifier of Occupations of Workers, Positions of Employees and Wage Categories OK 016-94 was put into effect.

When distributing employees by categories of personnel in statistical reporting on labor, one should be guided by the All-Union Classifier of Worker Professions, Positions of Employees and Wage Categories (OKPDTR), approved by the State Standard of the USSR on August 27, 1986 N 016.

OKPDTR consists of two sections:

classifier of occupations of workers;

the classifier of positions of employees, which contains the positions of managers, specialists and employees.

33. Workers include persons directly involved in the process of creating wealth, as well as those engaged in repair, movement of goods, transportation of passengers, provision of material services, etc. In OKPDTR, the professions of workers are listed in section 1.

Workers, in particular, include persons employed:

33.1. management, regulation and monitoring of the operation of automatic machines, automatic lines, automatic devices, as well as direct management or maintenance of machines, mechanisms, units and installations, if the labor of these workers is paid at tariff rates or monthly wages of workers;

33.2. the manufacture of material values ​​manually, as well as with the help of the simplest mechanisms, devices, tools;

33.3. construction and repair of buildings, structures, installation and repair of equipment, repair of vehicles;

33.4. movement, loading or unloading of raw materials, materials, finished products;

33.5. at work on the reception, storage and dispatch of goods in warehouses, bases, in storerooms and other storage facilities;

33.6. maintenance of machines, equipment, maintenance of industrial and non-industrial premises;

33.7. sinking surface and underground mine workings, drilling, testing, testing and development of wells, geological surveying, prospecting and other types of geological exploration, if their work is paid at tariff rates or monthly wages of workers;

33.8. machinists, drivers, stokers, turnouts on duty, trackers and artificial structures, loaders, conductors, workers for the repair and maintenance of transport lines, communication lines, for the repair and maintenance of equipment and vehicles, tractor drivers, mechanics, crop and livestock workers ;

33.9. postmen, telephonists, telegraph operators, radio operators, telecom operators;

33.10. operators of computers and electronic computers;

Personnel classification

janitors, cleaners, couriers, cloakroom attendants, watchmen.

34. Managers include employees holding positions of heads of enterprises and their structural divisions. The position in OKPDTR, which has a category code 1, refers to managers.

Leaders include, in particular:

directors (general directors), chiefs, managers, managers, chairmen, commanders, commissars, foremen, foremen of work at enterprises, in structural units and divisions;

chief specialists: chief accountant, chief dispatcher, chief engineer, chief mechanic, chief metallurgist, chief welder, chief agronomist, chief geologist, chief electrician, chief economist, chief researcher, chief editor;

government inspectors.

Specialists include workers engaged in engineering, economic and other work, in particular, agronomists, administrators, accountants, geologists, dispatchers, engineers, inspectors, proofreaders, mathematicians, mechanics, standardizers, editors, auditors, psychologists, sociologists, technicians, commodity experts, physiologists, artists, economists, power engineers, legal advisers.

36. Other employees related to employees are employees involved in the preparation and execution of documentation, accounting and control, economic services, in particular, agents, archivists, attendants, clerks, cashiers, collectors, commandants, controllers (not classified as workers) , copiers of technical documentation, secretaries - typists, caretakers, statisticians, stenographers, timekeepers, accountants, draftsmen.

The human 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. The difference between human 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 work that is unacceptable from his point of view, retraining in other professions and specialties, can finally quit the company for own desire.

Human Resources- this is the part of the population of working age that has the necessary physical development, knowledge and practical experience to work in the national economy. The labor force includes both employed and potential workers.

Work force- this is a person's ability to work, i.e. the totality of its physical and intellectual data that can be applied in production. In practice, the labor force is characterized by indicators of health, education and professionalism.

Human capital- a set of qualities that determine productivity and can become sources of income for a person, family, enterprise and society. Such qualities are health, natural abilities, education, professionalism and mobility.

Labor potential- this is a part of a person's potential, which is formed on the basis of natural data (abilities), education, upbringing and life experience.

Labor potential components:

1. Health. Loss of work time due to illness and injury. The cost of ensuring the health of personnel;

2. Morality and ability to work in a team. Losses from conflicts;

3. Creativity. Number of inventions, patents, entrepreneurial spirit;

4. Activity;

5. Organization. Discipline losses. performance;

6. Education. The cost of staff development;

7. Professionalism.

Classification of enterprise personnel

Product quality, losses from marriage;

8. Resources of working time. Number of employees, number of hours of work per year per 1 employee.

The personnel of the enterprise (personnel, labor collective)— This is the totality of employees included in its payroll.

All employees of the enterprise are divided into two groups:

— industrial and production personnel engaged in production and service. It includes all employees of the main, auxiliary, auxiliary and service shops; research, design, technological organizations and laboratories that are on the balance sheet of the enterprise; plant management with all departments and services, as well as services engaged in the overhaul and current repair of equipment and vehicles of the enterprise;

— non-industrial personnel, employed mainly in the social sphere of the enterprise. It includes employees of trade and public catering, housing, medical and health institutions, educational institutions and courses, institutions of preschool education and culture, which are on the balance sheet of the enterprise.

By the nature of the functions performed, industrial and production personnel (PPP) are subdivided into four categories: workers, managers, specialists and technical performers (employees).

workers – these are employees directly involved in the production of products (services), repairs, movement of goods, etc. They also include cleaners, janitors, cloakroom attendants, security guards.

Depending on the nature of participation in the production process, workers, in turn, are divided into main (producing products) and auxiliary (serving the technological process).

Leaders – employees holding positions of heads of enterprises and their structural divisions (functional services), as well as their deputies. They are subdivided into linear heading relatively separate divisions, and functional heading functional departments and services (for example, the head of the shop and the head of the personnel department).

Specialists- employees performing engineering, economic and other functions. These include engineers, economists, accountants, sociologists, legal advisers, raters, technicians, etc.

Technical performers (employees)- employees involved in the preparation and execution of documents, accounting and control, economic services (clerks, secretaries-typists, timekeepers, draftsmen, copyists, archivists, agents, etc.).

Junior service personnel- persons holding positions for the care of office premises (janitors, cleaners, etc.), as well as for servicing workers and employees (couriers, messengers, etc.).

The ratio of the listed categories of workers in their total number, expressed as a percentage, is called staff structure.

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 that has specific features and requires additional special knowledge and skills from employees.

For example: an economist-planner, an economist-accountant, an economist-financier, an economist-labor worker within the framework of the profession of an economist. Or: fitter, fitter, plumber within the framework of the working profession of a locksmith.

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 structure of personnel can also be determined by age, gender, level of education, work experience, qualifications and other characteristics.

Personnel Management- this is a complex, purposeful impact on teams and individual employees in the direction of providing optimal conditions for creative, proactive, creative work to achieve the goals of the organization.

Personnel Management associated with the development and implementation of personnel policy, the main objectives of which are:

- meeting the needs of the enterprise in personnel;

- ensuring a rational placement, professional qualification and job promotion of personnel;

— effective use of the labor potential of the enterprise.

The implementation of these goals involves the performance of many functions, namely:

— planning, hiring and deployment of the workforce, including selection, orientation and adaptation;

– training, training and retraining of employees, advanced training;

- personnel assessment (performance appraisal of employees, promotion and career organization);

- determination of the conditions of employment, labor and its payment;

— motivation of work and observance of discipline;

- ensuring formal and informal connections, creating a favorable psychological climate in the team;

- implementation of social functions (preferential meals at the enterprise, assistance to the family, organization of recreation, etc.);

— control over labor safety.

Work with personnel at the enterprise is carried out by all line managers, as well as some functional departments and managers: the personnel department, the labor and wages department, the technical training department, and personnel managers (directors, managers).

People management is important for all organizations - large and small, commercial and non-commercial, industrial and service industries. Without a trained workforce, no organization can achieve its goals and survive.

Human resource management is one of the most important aspects in the activities of the organization, so it is necessary that all managers at any level of management know and skillfully use the ways and methods of managing people.

A paradoxical situation has formed in the labor markets of individual states: people no longer want to earn a living with their mind, since “manual” professions are paid better and do not require so much emotional costs. That is why it is necessary to clearly understand the difference between workers and employees. This will help you choose work to your taste, which will be suitable not only for payment, but also for other parameters.

Who are employees and workers

• Employees- non-manual workers employed in such segments of the economy as public administration (officials, top management), industry (designers, engineers, designers, secondary personnel), education (teachers, graduate students), services (tour manager, IT- specialist), trade. This social group is related by such common features as the need for specialized (most often higher) education, the absence of heavy workloads, the need to use a creative approach in solving tasks.
• workers- owners of labor resources employed in the manufacturing sector of the economy and engaged in physical labor. These include both the traditional "working class" and assembly line workers, drivers, builders. Workers do not have the means of production and most often receive wages on a piece-rate basis.

The difference between employee and worker

Thus, the characteristics of the work of social groups differ significantly. Starting with the fact that employees most often work "from 9 to 6", and workers - around the clock, but in shifts. The places of residence of social groups differ significantly. For a worker, this is a machine tool, a construction site, a workshop where he creates a real product that can be calculated and measured by physical means. For employees, the place of work is an office in the office or a table. There he creates a "mental" product that can be calculated speculatively.

The difference between an employee and a worker is as follows:

• Qualification. In most cases, workers need a secondary specialized education, while employees need higher education.
• Means of production. Workers use "manual" labor tools, employees - "intellectual".
• product of labor. The worker produces realistically quantifiable objects, the employee provides services.
• Prestige. The work of an employee is considered more honorable than that of a worker.
• features of the working day. Employees, as a rule, work from 9 am to 6 pm, workers of industrial specialties work around the clock in shifts.

Categories of personnel of the organization are divided according to the functions performed. Find out what factors influence the classification of personnel, how the main and auxiliary personnel differ.

From the article you will learn:

What are the categories of staff?

Categories of personnel of the organization are divided into workers and employees. Employees include persons performing administrative, economic, managerial, engineering, and personnel functions. The main categories of personnel are distributed according to regulatory documents. The All-Russian classifier of professions contains two sections, the list of professions of which includes employees and workers.

Categories of personnel related to working professions are directly involved in the creation of material values, maintain equipment and production facilities in working condition.

Considering which categories the personnel is divided into, it is necessary to determine the main factors that have a direct impact on the classification. Human resources are considered the most important element of the productive force, the basis of the sources of economic development. The main element of any production process is:

• skill of the staff;
• the level of education;
• professional training;
• degree of qualification;
• motivation system.

Experts have proved that there is a direct dependence of the welfare of citizens and the competitiveness of the economy on the appropriate quality of staff categories organizations. The formation of the staff itself is influenced by internal and external factors.

Internal factors include:

release of relevant products;

organization of the technological and production process.

External factors include:

1. demographic processes;
2. moral standards of society;
3. legal aspects accepted in society;
4. nature of the labor market.

the number of active able-bodied population;

general educational level of the staff;

the scope of employment;

distribution of the potential labor reserve.

It should be borne in mind that these characteristics determine the quantitative and qualitative parameters of labor resources.

What categories are the organization's personnel divided into in accordance with labor resources, other classifications

Economic entities may perform labor functions that do not correspond to their main or main purpose. Therefore, we can talk about the categories of production personnel involved in the main and auxiliary activities. The first group includes employees who are directly involved in the production process or maintenance of equipment that affects the efficient operation of the enterprise. The second group, which belongs to the auxiliary group, includes personnel listed in the structure of the company. Such employees are on the balance sheet of the main business entity, but are not involved directly with production processes.

What categories of personnel are auxiliary?

1. employees of kindergartens, nurseries, contained on the balance sheet of the organization;
2. employees of departmental housing and communal services, clinics, educational institutions.

The classification of such personnel is taken into account when calculating wages, when agreeing on the main indicators of labor production activity. But at the same time, the interaction of the enterprise with the subjects of subordinate structures is conditional. Each subordinate institution is considered an independent unit financed by the main enterprise. All personnel working in such structures are considered auxiliary, as they do not directly participate in production activities.

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

The main features of personnel

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

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

Personnel management is distinguished by such features as:

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

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

Regulatory rationale

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

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

These groups of personnel are distinguished in the regulations:

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

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

Main categories of personnel

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

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

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

Categories of leaders

Production managers are divided into these categories:

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

Managers are divided into levels of management:

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

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

Classification of enterprise personnel

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

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

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

Additional classification

Consider additional categories for dividing personnel into groups:

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

Classifications are also amenable to positions:

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

FOR YOUR INFORMATION! In Russia, there is a main classifier of professions.

Depending on what the position belongs to one or another category

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

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

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

Managers include employees holding positions of heads of enterprises and their structural divisions. The position in OKPDTR, which has a category code 1, refers to managers. Managers, in particular, include: directors (general directors), chiefs, managers, managers, chairmen, commanders, commissars, foremen, foremen of work at enterprises, in structural units and divisions; chief specialists: chief accountant, chief dispatcher, chief engineer, chief mechanic, chief metallurgist, chief welder, chief agronomist, chief geologist, chief electrician, chief economist, chief researcher, chief editor; government inspectors. The category of managers also includes deputies for the above positions. 35.

Employees of the profession

That is why employees of this category are called engineering and technical workers (ITR). Technical performers are classified depending on the types of work they perform: - technical performers involved in accounting and control; - technical performers involved in the preparation and execution of documentation; - technical performers employed in economic services. A good example of the subsequent classification of categories of employees is the Decree of the Government of the Russian Federation of October 14, 1992 No. 785 “On differentiation in the levels of remuneration of workers in the public sector on the basis of the Unified tariff scale” (as amended on December 20, 2003).

5. categories of personnel

Stacker of parts and products Stacker of bakery products Stacker of medical products

N 36 This is the category of loafers! Worker. The rest of the answers are incorrect. the profession of a storekeeper belongs to the category - employees. in my opinion, this is a working specialty Well, of course, an employee Standard instruction on labor protection is, of course, good ... But! Will an employee falling under the category \"unskilled worker\" be able to work in programs like 1C? Category “B” includes persons who are directly involved in ensuring the execution of the powers of persons included in category “A” - deputies, assistants, and many other persons who, as they say, make up the working apparatus of the President, the Government, ministries and departments and others government agencies.

What professions belong to employees and specialists

B and C? The first and foremost sign of a civil servant is that he acts in the exercise of his official powers - on behalf of the state and on its behalf - gives orders, ensures their execution, detains a person, etc. Often these actions of an employee are not directly proclaimed each time on behalf of the state, often on behalf of the body or organization in which the employee is a member, but, ultimately, behind the actions of a civil servant is the state, which provides for his work and, if necessary, protects him with the resources available to the state. means.

The next sign of a civil servant is that each of them holds a public office established by the state.

List of working professions and positions of employees

• Labor composition in the field of health care, printing workers, transport workers.
• Those whose activities are related to radiation and exposure, workers in the nuclear industry.
• Divers.
• Welding workers.
• Research activities related to microorganisms.
• Metal testing.
• Cleaning metal with sand.
• Mercury substation workers.
• Workers of electric trains and stations.
• Labor composition of the food industry.
• Working in the field of film copying.
• Workers in the field of construction, repair and restoration.
• Communication workers.
• workers in the agrochemical industry.
• Mining industry workers.
• Workers in the chemical and paint industry.

Positions of employees Positions of employees are included in the list of working professions.

What category of employees are security guards of private security agencies

• Ch. zootechnical service specialist - hippodrome livestock specialist.
• Ch. melioration service engineer.
• Ch. mechanical engineer.
• Ch. energy specialist (energy engineer).
• Ch. judge in the field of breeding horses.
• Veterinary service worker veterinary pharmacy.
• Veterinary service worker vet section.
• Head at the enterprise garage.
• Head point of procurement in the production of processing flax and other bast crops.
• Head toxicological laboratory.
• Head production laboratory of plant protection biomethod.
• Head laboratory of the state inspection for plant quarantine and fumigation squad.
• Head laboratory for diagnosing and predicting the future occurrence of pests and plant diseases.

Production calendar

Info

The first group includes employees who are directly involved in the production process or maintenance of equipment that affects the efficient operation of the enterprise. The second group, which belongs to the auxiliary group, includes personnel listed in the structure of the company.

Attention

Such employees are on the balance sheet of the main business entity, but are not directly involved in the production processes. Help What categories of personnel are auxiliary?

1. employees of kindergartens, nurseries, contained on the balance sheet of the organization;
2. employees of departmental housing and communal services, clinics, educational institutions.

The classification of such personnel is taken into account when calculating wages, when agreeing on the main indicators of labor production activity.

Personnel categories

Civil servant A civil servant is a citizen of the Russian Federation who, in accordance with the procedure established by federal law, performs duties in a public position in the civil service for a monetary remuneration paid from the federal budget or the budget of the corresponding subject of the Russian Federation. Personnel categories It includes the following positions in various variations:

• agents;
• educators;
• on duty;
• cashiers;
• commandants;
• controllers;
• medical personnel;
• educators;
• operators;
• guards and caretakers;
• secretaries;
• policemen and detectives;
• taxi drivers and forwarders.

Profession civil servant Just as the professions of workers and positions of employees differ, the position of a civil servant stands out.

Categories of personnel of the organization

Leave your opinion about it or find out what others think! photo Current time 19/04/2018 GMT 09:25[Find unanswered posts] FORUM TOPICS POSTS LAST POST HR virtual community forums About workExperience exchange, discussions on a professional topic.Moderators Skate, Assol, luna198, Tesh, Chertik, Tetris 151418 1255838 Apr 19, 2018 — 09:14 ilichkadr Exchange of documents, forms, regulationsThis is a forum section designed for the exchange of documents between users. Available for use (file download/creation of themes) only by registered users.Moderators Skate, Assol, luna198, Eugene K., Friday, KtoTam, Chertik, Tetris 17214 80432 Mar 23, 2018 - 2:18 pm SVETLANA_2007 Not only about workDiscussion of the abstract from the topic profession.Moderators Skate, Assol, luna198, Eugene K., Tesh, Friday, KtoTam 7518 1315086 Apr 19, 2018
However, taking into account the peculiarities of the Russian city administration, our mayor is not just a mayor, but a whole Head with a "Cap", who bought up the lands abandoned by the Georgians in Abkhazia, who is ready to build a bridge across the Kerch Strait and who wants to have his own share in Sevastopol. To the category \"city leaders.\" local self-government to employees Specialists and leaders Employees.
I agree with Lyudmila))) Proceed from the fact that employees with secondary, secondary technical education are accepted for the position of dispatcher (see Standard instructions). It follows from this that these are not engineering and technical personnel, not specialists, but the average technical staff of employees.

An elective position (even pretend like Luzhko and Matvienko) is not a civil servant, such people are only for hire. category\"haulers\" He belongs to the highest category of corrupt officials! :) In China, people like Luzhkov are publicly shot. In our country, the Luzhkovs get the highest places in the state apparatus so that they can steal more! :) Mayor (fr.

Maire, English. mayor, that is, foreman) - the head of administration, the head of the executive branch of a settlement, most often a city, in some countries - and a small region, for example, in Lithuania, the mayor also heads district governments. The title of the position comes from the Latin word "maior", meaning "large", "great".
In Russia, the title of the position caught on in the 1990s more as a short replacement for the expression "mayor", "head of the city administration" or "head of the city executive committee". At the same time, the position of "mayor" was introduced at the official level.

The classifier consists of two sections: a list of professions for workers and a list of positions of employees - managers, specialists and employees. Workers include persons performing the functions of predominantly physical labor, directly involved in the process of creating material values, maintaining machines and mechanisms, industrial premises, etc. in working condition.

To what category of workers do security guards of private security agencies belong?