What is industrial production personnel? Enterprise personnel
The main questions of the topic:
1. Personnel of the enterprise: composition, structure
2. Justification of the need for staff
3. Labor productivity: essence, indicators, measurement methods, growth reserves
4. Training and advanced training of personnel
5. Labor market and employment
1. Personnel of the enterprise: composition, structure
In the production process, in addition to fixed assets and working capital as a mandatory economic resource, labor is used, which, as a specific resource, has the following features:
Labor is inseparable from a person, a worker entering into certain economic relations, as well as having a social status and rights.
When employed, employees have certain physical and intellectual abilities that can change over time, which does not allow to determine in advance the real level and effectiveness of their work activity.
3. Unequal qualifications and individual characteristics of workers cause differences in the results of their work, and, consequently, the need for wage differentiation.
4. An employee as an individual is free to choose the type and place of employment, which leads to the uncertainty of labor relations.
Because of this, in the general complex of problems of enterprise development, the issues of personnel management occupy an important place. Personnel with their production experience, labor skills and knowledge is the most important element production process. With all the importance of material and material elements of production, personnel is a decisive factor in scientific and technological progress, growth in labor productivity, improvement in the use of fixed and working capital, improvement in product quality and determines the effectiveness of all aspects of the production and commercial activities of the enterprise.
Staff enterprises are employees employed at the enterprise who have undergone certain professional training and have practical experience and work skills. It is a rather complex social formation, in which separate groups of workers are assigned to various areas of activity and exchange its results. The complexity and diversity of the personnel of the enterprise necessitates its classification.
Depending on the participation of certain groups of workers in production and economic activities, all employees at the enterprise are divided into industrial and non-industrial personnel (Fig. 1.).
Industrial and production personnel- these are workers employed in production and its maintenance, i.e. employees of the main, service, auxiliary, auxiliary and secondary workshops, factory research, design, design, technological organizations and departments, plant management apparatus, security.
Non-industrial the staff includes employees employed in the non-industrial sector of enterprises, housing and communal services, child care facilities, clinics, clubs, cultural palaces and subsidiary plots belonging to enterprises.
Fig.1. Classification of personnel of enterprises
Industrial and production personnel, depending on the functions performed, are divided into two large groups: employees (management personnel) and workers (production personnel).
The managerial personnel include employees who are professionally involved in the management of the enterprise or its individual divisions and are part of the management apparatus. The specificity of managerial work is that it does not directly produce material values. Its content is the collection, processing and issuance of information for the preparation, adoption and implementation management decisions and control over their implementation.
Functional features make it possible to single out several categories of managerial workers: managers, specialists and employees.
Leaders- employees who head the structural units or production units of the enterprise, determine the goals of their activities, are fully responsible for the adoption and implementation of management decisions.
Persons belonging to the category of managers, in turn, depending on the functions performed and the specifics of the activities of the units they lead, are divided into chief managers (top administrators), linear and functional.
Top leaders a circle of persons who de jure manage the property on the basis of operational or economic management within the limits established by the owner or on the basis of delegation of ownership rights, a very limited choice of the owner. These include employees who hold the positions of managers, general directors, members of the Board of Directors and, by virtue of this, perform the functions of an entrepreneur, which consist in choosing and implementing a strategy to achieve the goals of the enterprise. The main managers, by virtue of the powers exercised in relation to labor collectives, belong to the category of top administrators.
TO linear include managers and their deputies who perform the full range of functions to manage the production departments of the enterprise. These are persons in the positions of a foreman, foreman, head of a section, shift, workshop and their deputies, as well as directors of branches and other structural units within the enterprise that are not endowed with the right to manage property as property.
Functional managers, unlike linear ones, combine the performance of managerial functions with the solution of functional tasks, TO this category includes chief specialists (chief engineer, chief mechanic, chief accountant, chief designer), as well as heads of functional services (heads of marketing, economic, labor and wages, production and dispatching, etc.).
Specialists- employees of the management apparatus, developing on the basis of their special training options for management decisions or production tasks. Unlike managers, they do not have a team subordinate to them, they are only responsible for the quality of the options for solving managerial and production problems that they develop and offer to managers. Specialists include technicians, accountants, commodity experts, designers, technologists and engineers of various specialties, sociologists, lawyers, etc.
Employees- technical performers providing the management process for receiving, transmitting and primary processing information, as well as performing clerical functions (secretaries, typists, cashiers, freight forwarders, agents, accountants, archive workers, etc.); working personnel (workers) of the administrative apparatus serving managers or creating normal working conditions for them (drivers of official cars, cleaners of office premises, elevator operators, cloakroom attendants, etc.).
TO production personnel (workers) include workers who are directly involved in the creation of the product, or ensure the normal flow of the production process. IN Depending on the attitude to the process of creating products, they are divided into main and auxiliary.
TO main include workers who are directly involved in the manufacturing process of products, or work with tools on raw materials and materials, converting them into finished products or control and monitor the operation of machines and equipment, as is the case in automated production.
Auxiliary workers are busy performing maintenance and auxiliary operations necessary to ensure the normal course of the main technological processes(transportation, movement and storage of inventory items; repair and maintenance of machinery and equipment; preparation technical means, raw materials and materials for the main production; technical control of product quality; recycling; industrial construction, improvement and cleaning of industrial premises and territories).
An important direction in the classification of personnel is the distribution of employees by profession, specialty and qualification. The allocation of professions and specialties is based on the law of social division of labor, the action of which causes the appearance of various types of work. The nomenclature of professions and specialties depends on how intensively the process of division of labor proceeds.
Profession characterizes the type of labor activity, for which the performer requires certain knowledge, training and practical skills. As a rule, professions have an industry affiliation and reflect the peculiarities of the manufacturing technology of the corresponding products and the specific working conditions in this industry: machine builders, metallurgists, textile workers, miners, etc.
Speciality stands out within the professions and characterizes a relatively narrow type of work that requires the performer to have deep training in a limited area. For example, turners, toolmakers, adjusters, locksmiths, blacksmiths, etc. - within the limits of the profession, machine builders; weavers, spinners - within the profession of textile workers; drivers of cutters and combines, sinkers, drillers within the profession of miners, etc. With the emergence of new industries, the development of science and technology, new professions and specialties arise.
It should be noted that there are no strict principles and criteria for distinguishing workers by profession and specialty, and therefore it is conditional. It is only true that the profession characterizes a broader and more stable division of labor. Therefore, professions are more stable than professions, which are more mobile and dynamic. The latter, depending on the depth of the individual division of labor and the specifics of the equipment used, in turn, are split into narrower types. So, within the limits of the specialty "locksmith" fitters, fitters, toolmakers, etc. appear; within the specialty "turner" - a turner-borer, a turner-miller, a turner-carousel, etc.
Unlike professions and specialties that reflect the area of application of labor, qualification characterizes the degree of professional readiness of an employee to perform a certain type of work, determined by the totality of his knowledge, skills and abilities. The level of qualification of employees reflects the degree of mastery of their profession and specialty.
As the technical equipment of enterprises increases, knowledge becomes more and more important in qualification, and the ability to directly influence the object of labor becomes less important. The latter is increasingly moving to machines and mechanisms. The development of automation, computerization of production, the introduction of new types of artificial and synthetic materials objectively determine the need to master the working scientific foundations of production technology. The scientific and technological process increases the role and importance of the intellectual, mental labor in the activities of workers and therefore makes increased demands on their professional and general educational knowledge.
According to the level of qualification, workers are divided into unskilled, for the performance of labor functions of which there is no need for; special training, low-skilled - with little special training, qualified, receiving training in the workplace for an average of 6 months, and highly qualified, requiring significantly longer (up to 2-3 years) training to perform labor functions.
According to qualifications, managerial personnel are divided into personnel with secondary education, higher education, academic degree or academic title.
The external form of expression of this or that level of qualification is the tariff category. It is assigned depending on the special training, skills and degree of independence in the performance of work.
The percentage ratio of the number of employees by category forms their functional structure. The largest share (up to 80%) in the structure of the number of employees is made up of workers. Personnel structure on various enterprises is formed under the influence of many factors, the most important of which is scientific and technological progress. Revolutionary transformations in technology, the change of generations of technology increase the knowledge intensity of products, require the use of additional scientific tools and highly qualified specialists and auxiliary workers in the personnel structure in production.
An analysis of the personnel structure makes it possible to determine the need for employees of various categories of appropriate qualifications necessary to ensure an uninterrupted production process for the fulfillment of planned targets.
The production personnel include workers involved in the process of production of products (performance of work, provision of services), managing this process and servicing it.
According to the functions performed, production personnel are divided into six categories: workers, students, engineering and technical workers (ITR), employees, junior service personnel, security workers.
Apprentices are employees with whom an apprenticeship agreement has been concluded for the purpose of acquiring a profession.
Junior service personnel - employees engaged in the performance of service functions that are not directly related to the production process (cleaners of non-production premises, couriers, cloakroom attendants, drivers of cars).
Non-production personnel include employees of non-industrial organizations that are on the balance sheet of the enterprise (personnel of non-core activities) in housing, medical and preventive centers, preschool institutions, etc.
Classification according to professional qualifications.
A profession is understood as a type of work activity that requires certain knowledge and practical skills, for example: a locksmith, a turner, a milling machine operator, a mechanic, a technologist, a designer, a programmer, an accountant, an economist, a merchandiser, etc.
Within the profession, a specialty is a type of activity that requires additional knowledge and skills to perform work "in a specific area of \u200b\u200bproduction, for example: the profession is a turner, and the specialty is a turner-borer, turner-carousel.
Workers of each profession and specialty differ in the level of qualification. Qualification is the degree of professional readiness of workers and employees to perform a particular type of work. The constituent elements of qualification are the theoretical knowledge of the employee, his practical skills, professional skills.
First of all, the qualifications of workers are determined by the ranks assigned to them or the ranks of the work they perform. According to the level of qualification, workers are divided into unskilled, low-skilled, skilled and highly skilled.
Upon completion of vocational training at the workplace, the worker is assigned a qualification (rank, class, category) according to the profession according to the tariff-qualification directory. The qualification category is a value that reflects the level of professional training of an employee. In accordance with the qualifications obtained (rank, class, category), the employee is provided with a job, and as the qualification improves, a higher rank is assigned.
One of the main elements of personnel development is its training. Personnel training is a purposeful, systematic, systematic process of mastering knowledge, skills, abilities and ways of communication under the guidance of experienced teachers, specialists, managers. The classification of the learning functions of an enterprise is presented in Appendix A.
IN modern organizations professional education is a complex continuous process that includes several stages.
Taking into account the development strategy of the enterprise and the need for training, long-term and current annual plans for personnel training are developed. At the same time, it is based on the principles of continuous training of each employee throughout his production activities in the company to achieve career success.
Table 1 presents four groups of students' professional qualities and the characteristics required for each quality.
Table 1 - Professional qualities of successful activity
|
Qualities |
Characteristic |
|
1. Professional qualities |
General professional quality; - knowledge, abilities, skills necessary to perform operations (functions, tasks) included in job duties |
|
2. Business qualities |
discipline, responsibility; - honesty, conscientiousness; - initiative; - purposefulness, perseverance; - autonomy, determination |
|
3. Individual psychological and personal qualities |
Motivational orientation; - level of intellectual development; - emotional and neuropsychic stability; - peculiarities mental activity, the ability to learn; - flexibility in communication, style of interpersonal behavior |
|
4. Psychophysiological qualities |
Endurance, performance; - features of attention and memory |
1. Labor resources are ...
but. The population of working age, willing and able to work;
b. Pensioners, disabled people and minors;
in. The entire population, regardless of age;
d. The population capable of working.
2. Personnel is ...
but. The totality of hired workers;
b. The totality of hired workers of professional qualification groups employed in production, according to staffing according to the contract.
in. The totality of professional qualification groups;
d. The total number of people employed in production.
3. Personnel is classified into:
but. Employed and unoccupied;
b. Primary and non-primary;
in. Industrial and non-industrial;
d. Useful and unhelpful.
4. PPP stands for:
but. An enterprise that manufactures products;
b. Consumption of manufactured products;
in. Production assistance to the enterprise;
d. Industrial production personnel;
5. Industrial production personnel are…
but. People who participate or assist in the implementation of the production process;
b. People not involved in the production process;
6. Non-industrial personnel are ...
but. People who participate or assist in the implementation of the production process;
b. People not involved in the production process (food workers, teachers, educators, etc.);
in. People who participate or assist in the implementation of the production process, as well as those who are not involved in the production process;
d. People who assist in the implementation of the production process, as well as those who are not involved in the production process.
7. PPP is divided into:
but. Main and employee;
b. Working and non-primary;
in. Main and auxiliary;
d. Worker and employee.
8. Working industrial production personnel is ...
in. The personnel involved in the production process;
d. Those people who are involved in facilitating and organizing management process.
9. Serving industrial production personnel are ...
but. Includes those people who are involved in facilitating and organizing the management process and personnel who are involved in the manufacturing process of products;
b. Includes those people who organize the management process;
in. The personnel involved in the production process;
d. Those people who are involved in facilitating and organizing the management process.
10. Working PPP is conditionally divided into:
but. Main and auxiliary;
b. Specialists, employees, managers;
in. Main and employee;
d. Managers and employees.
11. The main working PPP is ...
but. Workers directly involved in the creation process material assets;
b. Persons engaged in servicing the main production process, who are engaged in repairs, movement of goods, transportation of passengers, etc.;
12. Auxiliary worker PPP is ...
but. Employees directly involved in the process of creating wealth;
b. Persons engaged in servicing the main production process, who are engaged in repairs, movement of goods, transportation of passengers, etc.;
in. Employees directly involved in the process of creating wealth and engaged in servicing the main production process;
d. Employees who are involved in the facilitation and organization of the management process and personnel who are involved in the process of manufacturing products.
13. An employee of the PPP is conditionally divided into:
but. Main and auxiliary;
b. Specialists, employees, managers;
in. Main and employee;
d. Managers and employees.
14. Specialists are ...
15. Employees are ...
but. Persons engaged in engineering, technical, economic activities;
b. Persons involved in the preparation and execution of documentation, accounting and control, as well as economic services;
in. Employees who hold the position of head of an enterprise or structural divisions;
d. Employees who hold the position of the head of the enterprise.
16. Leaders are…
but. Persons engaged in engineering, technical, economic activities;
b. Persons involved in the preparation and execution of documentation, accounting and control, as well as economic services;
in. Employees who hold the position of head of an enterprise or structural divisions;
d. Employees who hold the position of the head of the enterprise.
17. Who determines how efficiently the means of production are used at the enterprise and how successfully the enterprise as a whole works?
but. Enterprise personnel;
b. Specialists;
in. Heads;
Mr. Employees.
18. Heads, depending on the teams they lead, are divided into:
but. Linear and functional;
b. Upper, middle and lower level;
d. Higher and lower level.
19. According to the level occupied in common system management national economy, leaders are divided into:
but. Linear and functional;
b. Upper, middle and lower level;
in. Vertical and horizontal;
d. Higher and lower level.
20. The required number of professionally qualified employees required to perform specific production, management functions or the amount of work is ...
but. Medium-term headcount;
b. turnout number;
in. List number;
d. Headcount.
21. An indicator of the number of employees, payroll for a certain date or date is ...
but. Medium-term headcount;
b. turnout number;
in. List number;
d. Headcount.
22. The number of employees on the payroll who came to work on a given day, including employees on a business trip, is ...
but. Medium-term headcount;
b. turnout number;
in. List number;
d. Headcount.
23. The number of payroll for a certain period of time is ...
but. Medium term headcount;
b. turnout number;
in. List number;
d. Headcount.
24. Labor is ...
but. Any activity;
b. Purposeful human activity;
in. heavy burden;
d. Activities that do not benefit society.
25. What is productivity?
but. Evaluation of labor;
b. labor costs;
in. Evaluation of the efficiency of labor expended and a certain amount of products produced per unit of time;
d. Quantity of products produced.
26. Methods for determining output:
but. natural and labor;
b. Cost and labor;
in. Labor and cost;
G. Natural, labor, value.
27. Working out is:
but. The number of products produced per unit of time or per employee or employee for a certain period;
b. The number of products produced per unit of time;
in. The number of products per employee;
d. The amount of output per worker in a given period.
28. The cost of working time for the production of a unit of output:
but. production;
b. Labor intensity;
in. Performance;
d. Rationing.
29. The cost of labor of the main workers for the production of a unit of output is ... labor intensity.
but. production;
b. Full;
in. Technological;
Mr. Management.
30. Labor costs of auxiliary workers and units engaged in servicing production for the production of a unit of output:
but. Technological complexity;
b. Production labor intensity;
in. The complexity of management;
G. Maintenance labor intensity.
31. Labor costs of the main and auxiliary workers for the production of a unit of output:
but. The complexity of maintenance;
b. Production labor intensity;
in. Technological complexity;
d. Full labor input.
32. Labor intensity ... - includes the labor costs of managers, specialists and employees.
but. management;
b. Full;
in. Services;
Technological.
33. Labor costs of all categories of PPP for the production of a unit of output:
but. The complexity of maintenance;
b. The complexity of management;
in. Production labor intensity;
d. Full labor input.
34. Classification of labor intensity depending on the nature and purpose:
but. Normative, planned, actual, design, prospective;
b. Technological, maintenance, production, management, complete;
in. Complete, regulatory, production, planning, technological;
35. Classification of labor intensity depending on the composition of labor costs included in it:
but. Normative, planned, actual, design, prospective;
b. Technological, maintenance, production, management, complete;
in. Complete, regulatory, production, planning, technological ;
d. Normative, planned, actual, design, complete.
36. Establishing norms for the performance of any operation is ... labor:
but. Performance;
b. production;
in. Rationing;
d. Labor intensity.
37. ... the justification of the norms takes place taking into account the reduction of the impact on the human body adverse factors and the introduction of a rational regime of work and rest.
but. Psychophysiological;
b. social;
in. Economic;
d. Psychological.
38. Ensuring the content of work and increasing interest in work:
b. Social substantiation of norms;
in. Economic substantiation of norms;
39. ... the basis of the norms takes into account the productivity of the equipment, the norms for the consumption of raw materials and materials and the workload of the employee:
but. Psychophysiological substantiation of norms;
b. Social substantiation of norms;
in. Economic substantiation of norms;
d. Psychological substantiation of norms.
40. The amount of working time required to perform a unit of a specific work by one worker or a group of workers:
but. production rate;
b. Service rate;
in. Norm of time;
d. Norm of control.
41. The established quantity of products that needs to be produced by one employee or group, at the appointed time, taking into account the existing working conditions:
but. Norm of time;
b. Service rate;
in. Norm of management;
d. Production rate.
42. Installed number of pieces of equipment:
but. Service rate;
b. Norm of time;
in. production rate;
d. Norm of control.
43. A predetermined estimated value, a certain number of employees to perform a unit of specific work:
but. Norm of time;
b. Number norm;
in. Service rate;
d. Norm of control.
44. A certain number of employees or the number of structural units per head:
but. Norm of time;
b. Number norm;
in. Service rate;
G. Control rate.
45. The first stage of normalization is:
but. The study of the state of affairs in this area, taking into account changes in the internal and external environment enterprises to adjust the norms in the future;
b. Division of labor processes into elements;
in. The study of the object of regulation in terms of personality, completeness, technicality, accuracy, validity and effectiveness of engineering solutions;
d. Analysis of labor resources.
Personnel potential
Enterprise workforce
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 - constitutes the bulk of the workforce of the enterprise.
Categories of production personnel
The largest and main category production staff- this 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.
Ancillary workers include workers engaged in the maintenance of equipment and jobs in production shops, as well as all workers of auxiliary shops 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 occupying 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 different categories of workers in their total strength 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 some 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 turner-borer, 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.
Turnout line-up - the number of employees who actually come to work during the day. 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 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 months.
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- number of hired employees, people; - average headcount personnel, pers.
The attrition rate (Ar) is determined by the ratio of the number of employees laid off for all reasons for given period time, to the average number of employees for the same period:
where R uv- the number of retired or dismissed employees, people; R? - average headcount, people
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« »The most numerous and main category of production personnel is the working enterprises - persons (workers) directly involved in the creation of material values or in the provision of production services and the movement of goods. Workers are divided into main and auxiliary. Personnel management is a specific function of management activity, the main object of which is a person who is a member of certain social groups.
The term "staff" includes employees of all departments of the organization. Exist different approaches to the classification of personnel: by profession or position of the employee, by level of management, category of workers, etc. The basic classification is by category of workers depending on their participation in the production process: workers and employees (Fig. 2.1.). For production personnel, physical labor predominates in their labor activity.
The management staff carries out labor activity with a predominant share of mental labor and is divided into two groups: managers and specialists. Fundamental difference managers from specialists is legal law decision-making and the presence of other employees in subordination. In turn, managers are divided into line managers, responsible for making decisions on all management functions (director, foreman, foreman), and functional, implementing individual management functions. In addition, managers are distinguished by levels of management (top, middle and lower managers).
Managing people for all successful organizations - large and small, commercial and non-profit, industrial and service industries is critical. Undoubtedly, management labor resources is one of the most important aspects of the theory and practice of management.
Rice. 2.1. Personnel classification.
Industrial and production personnel are personnel who are directly employed (key employees) or indirectly (management personnel) in the performance of industrial and production functions of the enterprise. This category is applicable to designate employees of an enterprise employed in the industrial and production sphere of activity.
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.
Managers - employees holding the 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.
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