The concept, structure and functions of labor resources. Labor resources of an organization (enterprise): concept, composition and structure Labor resources and structure of labor resources

Human Resources - this is the part of the population that, due to the combination of physical abilities, special knowledge and experience, can participate in the creation of material wealth or
work in the service sector.

The criteria for the allocation of labor resources from the population are the boundaries of working age, which are established by the state and depend on the social system, life expectancy of people, other social and economic factors, and on the official state adopted in connection with this. acts. In Belarus, the working age for men is from 16 to 60, for women - from 16 to 55 years.

The labor force includes:- able-bodied population of working age; - working teenagers (under 16); population over working age participating in social production.

The working population includes people at working age, with the exception of non-working disabled people of groups I and II, as well as persons who retired on preferential terms earlier than the working age established in the general procedure.

The labor force is divided into the following categories:- employed in social production; - self-employed; - those who are studying with a break from work; - employed in household and personal subsidiary farming; - military personnel.

Labor resources are quantitative and quality characteristics. The former include indicators of numbers and composition (age, gender, social groups, etc.); the second - indicators of the educational level, professional qualification structure, etc.

Age groups: youth aged 16-29; persons from 30 to 49 years; persons of pre-retirement age (men 50-59 years old, women 50-54 years old); persons of retirement age (men aged 60 and over, women aged 55 and over).

Sexual structure of work. resources is characterized by the ratio of the number of men and women. Determined by the population of working age. in the Republic of Belarus specific gravity men - 47 %, women - 53%. This ratio is considered normal for the economy of developed countries.

By level of education: the level of general, special and higher; by social groups.

The ratio of employees by type of activity and skill level characterizes the professional and qualification structure of labor resources. Professions are determined by the nature and content of labor, the specifics and conditions of functioning of individual sectors of the economy. Within the framework of general professions, specialties are distinguished. Depending on the complexity of the work, highly qualified, skilled and unskilled workers are distinguished.

When determining the ratio of labor resources by categories of personnel, workers and employees, including managers, specialists, etc. are taken into account.

The basis for the formation of labor resources is the reproduction of the population, which is carried out through a change of generations as a result of the birth and death of people, i.e. with an increase in the birth rate and life expectancy, there will be an increase in the population and, consequently, in the labor force. The Republic of Belarus belongs to the group of countries with an extremely low birth rate, there are 14.5-17.3 births per 1000 people.

Population migration plays an important role in the formation of labor resources.

An important problem is unemployment. Unemployment is a social and economic phenomenon, expressed in the fact that a certain part of the able-bodied population cannot realize their labor potential.

According to the definition of the International Labor Organization (ILO) and the Organization for Economic Cooperation and Development (OECD), the unemployed are persons who are able and willing to work, actively looking for work.

In Belarus, the unemployment rate in 2000 was 2%. At the same time, the share of hidden unemployment is high.

Of all the resources of the enterprise, a special place belongs to labor resources. Currently, the labor market has been formed and is actively functioning, infrastructure has been created, unemployment has moved from hidden forms to legal ones. Labor resources, designed to combine the material and financial factors of production, are represented at the enterprise by its personnel.

Enterprise personnel consists of employees of various professional and qualification groups employed at the enterprise, both by individuals themselves, connected by an employment contract with the enterprise, and by a legal entity.

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

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

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

The personnel of the enterprise directly related to the process of production of products (services), that is, those engaged in the main production activity, represent industrial and production personnel. 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 repairs of equipment and vehicles of their enterprise.

Employees of trade and public catering, housing, medical and recreational institutions, educational institutions and courses, as well as institutions of preschool cultural education, which are on the balance sheet of the enterprise, belong to the non-industrial personnel of the enterprise.

Workers of industrial and production personnel divided into two main groups - workers and employees. At the same time, in the group of employees, such categories of workers are usually distinguished as managers, professionals and employees. The attribution of employees of the enterprise to one or another group is determined by the all-Russian classifier of occupations of workers, positions of employees and wage categories, which essentially has the value of the all-Russian state standard. Workers are usually divided into main and auxiliary.

TO leaders includes persons empowered to take management decisions and organize their implementation. They are divided into linear, heading relatively separate economic systems, and functional, heading functional departments or services.

At state enterprises, managers include employees holding the positions of heads of the enterprise and their structural divisions, deputy directors, chiefs, managers, managers, etc., as well as chief specialists (chief accountant, chief engineer, chief economist, etc.).

TO specialists include employees engaged in engineering, economic, accounting, legal and other similar activities.

To actually employees include employees involved in the preparation and execution of documentation, accounting and control, housekeeping and office work (agents, cashiers, controllers, clerks, accountants, draftsmen, etc.).

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

At the same time, under profession a special type of labor activity is meant, which requires certain theoretical knowledge and practical skills, and a specialty is a type of activity within the profession, which has specific features and requires additional special knowledge and skills from employees.

Specialty determines the type labor activity within the same profession. For example, economists are divided into planners, marketers, financiers, labor workers, etc. The profession of a turner is subdivided according to specialties - turner-carousel, turner-borer, etc.

Workers of each profession and specialty differ in the level of qualification. Qualification characterizes the degree of mastery of a particular profession or specialty by employees and is reflected in qualification (tariff) categories and categories. Tariff categories and categories are at the same time indicators that characterize the degree of complexity of the work. The skill level of workers is determined by the categories that they are assigned depending on their theoretical and practical training.

For enterprises and organizations in the public sector, tariff and qualification characteristics (requirements) are established in the normative manner for industry-wide positions and professions, which may well be applied at enterprises in the non-state sector of the economy.

Tariff and qualification characteristics serve as the basis for the development job descriptions, as well as differentiation in the level of remuneration of these workers on the basis of the tariff scale.

The tariff and qualification characteristics for each position consist of three sections: "Job Responsibilities", "Must Know" and "Qualification Requirements by Pay Category".

The section "Job Responsibilities" contains the main functions that can be obtained in whole or in part by an employee holding this position, and is the basis for the development of job descriptions directly in organizations that fix specific duties, rights and responsibilities of an employee.

The “Must Know” section contains the basic requirements for an employee with regard to special knowledge, as well as knowledge of legislative acts, regulations, instructions, other governing and regulatory documents, methods and means that must be used in the performance of official duties.

The section “Requirements for Qualification by Pay Category” determines the level of professional training of an employee necessary to perform the duties assigned to him, and the required length of service.

The professional and qualification structure of the employees of the enterprise is reflected in the staffing table. The staff list of enterprises and organizations in the public sector is a document annually approved by the head of the enterprise and is a list of employees grouped by departments and services, indicating the category (category) of work and official salary. The revision of the staffing table is carried out during the year by making appropriate changes to it by order of the head of the enterprise. This document can also be used by enterprises of the non-state economy sector.

Labor resources: composition and structure

Country labor force - this is the able-bodied part of the country's population, which has the physical and intellectual capabilities for the production of material goods and services. Labor resources include citizens both employed in the economy and not employed, but able to work (Fig. 8.1). The population of Russia is presented in Table. 8.1.

Rice. 8.1. The composition of the labor force

Table 8.1. Population of Russia

Source: Russia in numbers. 2010: Brief stat. Sat. Moscow: Rosstat. 2010.

The physical and intellectual qualities of a person necessary for the implementation of labor activity depend on age, which acts as a certain criterion that makes it possible to single out labor resources from the entire population.

Currently, in Russia, in accordance with labor legislation, the lower limit of working age is 16 years, and the upper limit, determined by the right to receive a pension, is 54 years for women and 59 years for men. For some types professional activity associated with high psychophysiological stress on the human body, the pension limit is lower by 5-10 years. This applies to industries with unfavorable, difficult and harmful working conditions (for example, coal mining, metal smelting, etc.). In many developed countries, the upper limit of working age is 64 years. In Russia, the increase in the upper limit is limited by the low average life expectancy of men - up to 59 years. However, many of the "preferential pensioners" continue to work at their previous place of work or at another job and therefore remain in the labor force. Non-working pensioners are excluded from their composition.

Economically active population - This is the part of the population that provides the supply of labor for the production of goods and services. The economically active population includes the employed and the unemployed.

Economically inactive population - the population that is not part of the economically active population and includes the following categories:

• (1) persons receiving old-age and concessional pensions, as well as receiving survivors' pensions when they reach retirement age;
• (2) persons receiving disability pensions (groups 1, 2, 3);
• (3) persons engaged in maintaining household, caring for children, sick relatives, etc.;
• (4) people who are desperate to find a job, i.e. stopped looking for a job;
• (5) persons who do not need to work, regardless of the source of income.

The structure of labor resources includes various components and characteristics of labor resources (Fig. 8.2).

Rice. 8.2. Structure of labor resources

Consider individual indicators of the structure of labor resources.

Labor force indicator by gender is important for the formation of an effective structure of employment by areas of application of labor in the professional, sectoral and territorial contexts and is determined by identifying the ratio of men and women employed in social production, household and personal households, in studies with a break from work, etc. The structure of labor resources by gender varies across the country and areas of employment.

In the labor force of Russia, the share of men is greater than that of women. This is due to the fact that the working age for men is five years higher. However, this ratio is changing as the death rate of men of working age increases.

Age acts as a kind of criterion that allows to allocate labor resources from the entire population. The necessary physical and intellectual abilities depend on age: in the early period of a person’s life and at the time of maturity, they are formed and replenished, and lost by old age.

Indicator education labor resources is determined by the average number of years of study, the number of pupils and students, the proportion of specialists with higher education etc. The level of education is characterized by such indicators as the percentage of literacy, the average number of years of education, the distribution of the population into groups depending on the education received. The knowledge gained in the process of training raises the average level of development of labor resources to a higher level.

Community groups diverse - these are trade unions, youth organizations, sports organizations, cultural, technical and scientific societies.

Professional Structure of employees of the enterprise is a ratio of professions and qualifications, within which there is a direct connection of the means of production and labor force.

Labor potential

In economic and managerial science and practice, the term " labor potential "society, organization, individual employee. This concept is more voluminous, versatile, since its basis is the term "potential" - a source of opportunities, means, stock that can be put into action, used to solve a problem or achieve a specific goal.

Labor potential is a generalizing characteristic of the measure and quality of the aggregate ability to work of labor resources, their dynamism as a continuous, developing process that characterizes hidden opportunities or abilities that have not yet manifested themselves in the relevant areas of life.

The labor potential of an individual employee serves as the initial unit that forms the basis for the formation of labor potentials of higher structural levels - the organization, society as a whole.

The labor potential of an employee is the totality of a person’s physical and intellectual qualities that determine the possibility and boundaries of his participation in labor activity, the ability to achieve significant results under certain conditions, and also to improve in the labor process.

It should be borne in mind that the labor potential of an individual is a part of his individual, human potential, wider and more comprehensive, the scale and depth of which are influenced by various factors, such as abilities, upbringing, environment and etc.

Labor potential of an employee - the value is not constant, it can change both in the direction of increase and decrease. In the process of labor activity, the employee's abilities increase as new knowledge and skills are accumulated, working conditions improve. They can also decrease with the tightening of the work regime, the deterioration of health, etc.

The management of the labor potential of an employee in an enterprise should be carried out on the following principles:

• (1) compliance of the labor potential with the nature, volume and complexity of the work performed labor functions and types of work;
• (2) effective use labor potential;
• (3) creating conditions for the professional development of personnel, career development and expanding the skills and abilities of employees of the enterprise.

The labor potential of society has quantitative and qualitative characteristics: the number of able-bodied population; the amount of working time worked out by the able-bodied population; the state of health, development and physical capacity of able-bodied members of society; educational and qualification level; the moral state of the working population.

1.1 Tasks, composition, structure and functions of labor resources

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

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

In this regard, when analyzing the use of labor resources, attention should be paid to the correct assessment of compliance with the established limit on the number of employees, the results of fulfilling the established tasks and the growth rate of the output of one employee and one worker, the use of working time, the impact of full-day and intra-shift downtime on labor productivity and output .

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

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

1) in the field of the use of labor force - an assessment of the provision of the enterprise with the necessary personnel in terms of number, composition, structure, skill level; establishing the compliance of the professional composition and skill level of employees with the requirements of production; study of the forms, dynamics and causes of labor movement, analysis of the impact of the number of employees on the dynamics of production; verification of data on the use of working time and the development of measures for the better use of working time and for the elimination of unproductive expenditure of working time;

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

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

The concept of "labor resources" is used to characterize the working-age population throughout the country, region, sector of the economy, professional group. Within the framework of a separate enterprise, the most used concept is personnel.

The company's staff is a collection individuals who are with the firm, as a legal entity, in relations regulated by the contract of employment. Such relationships can include not only employees, but also individuals - owners or co-owners of the company, if they, in addition to the part of income due to them, take part in the activities of the company with their personal labor and receive appropriate payment for this.

Only self-employed persons and persons employed in so-called family businesses, although registered as legal entity(farms, for example) are not included in the composition of employees working for hire, since they receive remuneration for their labor participation from the income remaining at their disposal after paying taxes and other obligatory payments.

The workforce includes:

1) workers: main and auxiliary.

2) leaders: top level - CEOs, vice president; middle level - shift, section, shop supervisors; low level - foreman, foreman;

3) specialists: top level - Chief Specialist, head of department, department, sector, their deputies; middle level - engineers, economists, lawyers and others; grassroots level - junior specialists, technicians, timekeepers, work distributors;

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

Functions of labor resources:

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

2) managers - perform the function of management;

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

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

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

The assembly production of RUE "MTW" is technologically built on the principle of nodal general assembly and is concentrated in 7 main workshops...

Analysis of the efficiency of the use of labor resources on the materials of OJSC "TsUM Minsk"

Labor resources - a set of people with the ability to work. They include, first of all, the working-age population. This group includes men aged 18 to 60 and women aged 18 to 55...

Personnel of the organization and labor productivity

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

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

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

Evaluation of the effectiveness of the use of labor resources of the enterprise (based on the materials of the PC "Rodnik")

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

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

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

Labor force statistics

Statistics of labor resources on the example of JSC "Volga plywood and furniture plant"

Labor resources in the agro-industrial complex

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

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

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

Labor resources of enterprises (firms)

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

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

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

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

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

Organization economics

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

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

The rational use of the personnel of the enterprise is an indispensable condition that ensures the continuity of the production process and the successful implementation of production plans...

Labor resources of the organization - this is a combination of mental and physical abilities of employees of various professionally qualified groups employed in the organization and included in its payroll.

The results of the organization's activities and its competitiveness largely depend on the quality and efficiency of the use of labor resources. Labor resources set material values ​​in motion, create a product, create value (more than their value) and surplus capital in the form of profit.

Organization staff (personnel, labor collective) - This is a set of individuals who are in a contractual relationship with the organization. A properly selected work team is a team of like-minded people and partners who are able to realize, understand and implement the ideas of the organization's management. In this regard, the personnel policy of the organization is based on determining the needs for labor force(depending on the specifics and characteristic features activities of the organization) in terms of its quantity and quality, the form of its involvement and replenishment, as well as the development of measures to improve the efficiency of its use.

The structure of the organization's personnel- this is a set of separate groups of workers, united on any basis.

The entire staff of the organization is divided as follows:

• - payroll employees of the organization - these are all employees hired for permanent and temporary work in the organization related to its main and non-main activities, for a certain period (indefinite or fixed-term).
• - Production personnel directly engaged in production activities and maintenance of the production process (employees of the main and auxiliary workshops, plant management apparatus, laboratories, research and development departments, computer centers, etc.).
• - Non-production personnel - workers employed in housing, communal and subsidiary farms, health centers,

dispensaries, educational institutions etc.

By the nature of the functions performed The staff of the organization is divided into the following categories.

• 1. workers- are directly involved in the production process, i.e. create material values or perform work on the provision of production services and the movement of goods. Workers are divided into main and auxiliary.
• - Essential Workers directly create marketable (gross) output and are engaged in technological processes(changing the shape, size, position, structure, physical, chemical and other properties of the objects of labor).
• - Auxiliary workers maintain equipment and workplaces in production shops, as well as all workers of auxiliary shops and farms.
• 2. Leaders - head the organization, its structural subdivisions and perform the management function. Depending on the management functions performed, they are divided into managers:
  • - grassroots - craftsmen, foremen, heads of small workshops, managers structural divisions etc.;
  • - middle management- chiefs of the shift, section, etc.;
  • - top management- General directors, their deputies, chief accountants, etc.
• 3. Specialists - employees employed in the functional divisions of the organization - engineers, economists, accountants, lawyers, technicians, etc.
• 4. Employees- carry out accounting, control, paperwork and other functions - clerks, cashiers, timekeepers, accountants, etc.

The ratio of different categories of workers in their total number characterizes the structure of labor resources organization, which can also be determined by such characteristics as age, gender, level of education, work experience, qualifications, etc.

The professional and qualification structure of labor resources is formed according to the principle of professional and qualification division of labor.

Profession - a type of labor activity that requires certain knowledge and practical skills, which are acquired through general or special education and practical experience.

Speciality - a type of activity within a particular profession that has specific features and requires additional special knowledge and skills to perform work in a particular area (for example: an economist-accountant, a plumber, etc.).

Qualification - determines the level of knowledge and labor skills of employees in the specialty, which is reflected in the qualification (tariff) categories, categories. Tariff categories and categories are also indicators characterizing the level of complexity of work. According to the level of qualification, workers are divided into unskilled, low-skilled, skilled and highly skilled.

The structure of the workforce of the organization can be measured and reflected by the following absolute and relative indicators:

• - list and attendance number of employees on a certain date;
• - average headcount workers for certain period;
• - the share of employees of individual structural units (groups, categories) in the total number of employees of the organization;
• - the rate of growth (increase, decrease) in the number of employees for a certain period;
• - average category of workers of the organization;
• - the proportion of employees with higher or secondary specialized education in the total number of employees and employees;
• - average experience in the specialty of managers and specialists;
• - staff turnover for the admission and dismissal of employees;
• - capital-labor ratio of workers, etc.

payroll employees of the organization - this is the number of employees on the payroll for a certain number or date, taking into account the employees accepted and retired on that day.

Turnout number - is the number of employees on the payroll who came to work.

The difference between attendance and payroll characterizes the number of all-day downtime (holidays, illnesses, business trips, etc.).

To determine the number of employees for a certain period, the average headcount indicator is used.

It is used to calculate labor productivity, average wages, turnover rates for hiring and firing, staff turnover, capital-labor ratio and a number of other indicators.

To determine labor costs, as well as to determine the amount of remuneration, a record of the time of work of the staff is kept. The basic units of accounting for working time are man-day and man-hour. In man-days, attendance and absence from work are taken into account, which are reflected in the time sheet. The turnout consists of actually worked days and all-day downtime. A man-day is considered worked if the employee showed up for work and actually started it. Absences are taken into account for the following reasons: holidays, regular vacations, maternity leave, illness, other absences permitted by law and administration. According to the accounting of working time, the calendar fund of man-days is determined (the sum of attendances and absences).

The state of the labor resources of the organization can be determined using a number of coefficients, consider some of them.

- The structure of the personnel of the organization- characterized by the ratio

where SChR, is the average number of employees of the / "-th category, people;

SHR - the total average number of all employees, people. - Planned number of employees - characterized by the ratio of the planned output (sales of goods, provision of services, performance of work) and the effective fund of the main working time:

where VP is the planned volume of gross output (sales of goods, provision of services, performance of work), standard hour;

EFvr - effective fund of the main working time in the planned period, h.

- The ratio of the number of main workers:

where BP is the average number of auxiliary workers, people;

P - the average number of all workers of the organization, people.

Labor market relations is one of the most important aspects of an organization's work. Despite the technical capabilities, organizational and managerial advantages, the organization cannot work effectively without the appropriate human resource. Ultimately, all the activities of the organization depend on the human factor, the qualifications of employees, their ability and desire to work.