Industrial and production personnel
One of key tasks employees of almost all organizations without exception is the direct provision of economic benefits to the enterprise - and production personnel are precisely those employees who directly influence the formation of business income. However this definition is incomplete - in particular, on the question of who belongs to the production personnel, and what professions belong to him, economic theory and legislation do not give unambiguous answers.
Production staff - what is it
Considering the question of what it is - production personnel, first of all, it is necessary to understand the key principles of creating a personnel structure in an enterprise. Although each organization may have its own, separate, specific personnel structure, general principles her creations are the same . In most cases, workers can be divided into two key groups:
- . This category of workers can include both all managers - and individual divisions, and the top management of the enterprise, as well as employees who do not affect the actual formation of the organization's income, but have great importance for the functioning of the organization. For example, employees of the accounting department or the personnel department may be classified as administrative personnel.
- Production personnel- this is a general category, which includes, first of all, all specialists and employees who are the actual performers, whose activities provide the organization with its income or the performance of its main functions. However, in most cases, lower-level service workers are also referred to as production personnel.
It should be noted that in economic theory there may be other principles by which the division of workers is carried out. In particular, a separate division into administrative, production and service personnel may be envisaged. In addition, a deeper structure of the division of workers may also imply the presence of support staff or administrative and technical.
Directly by the provisions of the current labor law the division of employees into production personnel or administrative and managerial personnel is not provided. However, in part, employers and employees can rely on the standards of the unified qualification guides - for working professions and employees. Which, in turn, share the various positions of workers.
Accordingly, the direct division of employees into different kinds personnel is optional. However, it is useful because it allows the employer to more effectively assess the use of labor resources and their actual ratio. At the same time, the quality of work of production personnel and its effectiveness can be assessed relatively easily. The employer himself can draw up the legal basis for this division by fixing the assignment of certain positions to the category of production personnel of the enterprise by drawing up the relevant local regulations of the organization.
Who belongs to the production staff of the enterprise
As many job seekers and employers are interested in what constitutes production personnel and what professions they are. Since this concept does not provide for a clear legislative separation, views on this issue may differ in various currents of economic theory. However, the most common division of production personnel, performed as follows:
As can be understood from the above list, production personnel do not have to be involved in the production process. However practical participation in it, or simply directly bringing profit to the enterprise by one’s own labor and not belonging to managerial employees can clearly indicate that the employee belongs to production category workers.
The tasks of the production personnel of the organization
A clear definition of the tasks of the production personnel of the organization is a rather complicated, but necessary process for every employer. Given the wide number of possible professions related to this category of employees, it is quite difficult to determine the specific tasks and functions of production personnel. So, the only, common task will be the direct implementation of the decisions of the higher management and the conduct of work activities in accordance with the rules of the internal work schedule organizations or other local regulations governing labor activities.
Examples of specific tasks of production personnel include:
- Customer service and provision of services. At the same time, production personnel can take part in various stages of communication with customers, however, the main difference in this area is the direct execution of tasks, and not the solution of a full range of issues related to finding a clientele, developing an approach to consumers, in contrast to.
- Production. Direct participation in the production process, at any of its practical stages, is often the main task of the workers, representing a significant part of the production class.
- Organization service. Fulfillment of their tasks within the framework employment contract or other documentation to ensure effective work organization may be the main function of production personnel.
In most cases, production personnel are required to have the appropriate personal qualities inherent in performers. That is - high learning ability, stress resistance, productivity. Motivation, creativity and the desire for development, development and implementation of innovations are not necessary for workers in this category, while such skills can be decisive for administrative and managerial personnel.
Other features of the activities of production personnel
Employers should take into account certain features when regulating the activities of production personnel, since it has quite significant differences from administrative and managerial personnel in many aspects of labor. In particular, employers need to carefully familiarize themselves with the following features of the work of production personnel:
1. Production personnel and their classification
2. The composition and structure of the personnel of the enterprise
1. The labor resources of an enterprise are the main resource of each enterprise, the results of which largely depend on the quality of selection and efficiency of use. production activities enterprises. At the level of an individual enterprise, instead of the term "labor, resources", the terms "personnel" and "personnel" are more often used.
The main (staff) composition of permanent employees of an enterprise (institution, organization) is called production personnel. Abroad, another term is more common to refer to this concept - staff. Now it is officially adopted in Russia.
Under enterprise personnel It is customary to understand the main (regular) composition of the employees of the enterprise. Depending on the functions they perform, the personnel of the enterprise are divided into the following categories: workers, basic and auxiliary; leaders; specialists; employees. The listed employees form (at manufacturing enterprises) industrial and production personnel(PPP).
Profession- a set of special theoretical knowledge and practical skills necessary to perform a certain type of work in any industry.
Speciality- the type of activity within the profession, which has specific features and requires workers special knowledge and skills.
Qualification- a set of knowledge and practical skills that allow you to perform work of a certain complexity.
All production personnel are divided into workers, managers, specialists and other employees.
To workers include people directly involved in production material assets, as well as those employed in the maintenance of this production and the provision of material services.
leaders consider employees holding positions of heads of organizations and their structural divisions. Heads of administrations of territories, ministers, presidents, chairmen, as well as their deputies, chief specialists, state inspectors are also referred to as leaders.
To the group specialists include workers performing engineering, economic and other similar work (administrators, accountants, dispatchers, inspectors, agronomists, artists, economists, teachers).
Other employees consider employees involved in the preparation and execution of documentation, accounting and control, and economic services. An example of other specialists are the positions of archivists, clerks, secretaries-typists, timekeepers, accountants, draftsmen, copiers of technical documentation.
By skill level workers can be divided into unskilled, low-skilled, skilled and highly skilled. The qualifications of workers are determined by ranks.
Specialists divided by qualifying categories: specialist of the 1st, 2nd, 3rd category and without a category.
Leaders are distributed among management structures and management links. According to management structures, managers are divided into linear and functional, according to management levels - into top, middle and lower levels.
Specialists- employees engaged in engineering and technical, economic work: engineers, economists, accountants, legal advisers.
Employees- employees involved in the preparation and execution of documentation, accounting and control, economic services: clerks, cashiers, timekeepers, accountants.
In addition to the considered division of personnel, in statistical practice they develop information on the main and non-core activities of an enterprise (organization). Depending on the profile of the organization's activities, assignment to a particular group is carried out according to appropriate methods. On the industrial enterprises to employees of the main activity - industrial and production personnel- include the number of all structural units involved in the preparation, implementation and maintenance of the entire cycle of manufacturing and selling products, including administrative and technical personnel.
Personnel engaged in non-core activities are employees of such structural units that are completely unrelated to the core activities of the enterprise. The number of such units is quite significant. Non-core units include health care facilities (health centers, sanatoriums), health and recreation facilities, physical culture, housing and collective economy, enterprises consumer services, editorial offices of factory large-circulation newspapers and radio broadcasting, trade and Catering, institutions of culture, education, auxiliary agricultural structures.
In the analytical work of the economic services of enterprises and organizational and production activities, the data required by the statistical authorities are often insufficient. Therefore, depending on the goals set in this case, other varieties of structural division of production personnel can also be distinguished. They widely use the division of personnel according to characteristics: functional, vocational qualification, age, seniority, gender, educational. Each of these structures characterizes the composition and quantitative ratios of the selected classification groups of categories of workers.
When considering the structure of production personnel on a functional basis, the following groups of workers are distinguished: engineering and technical workers (ITR), employees, main and auxiliary workers, junior service personnel, security and students.
According to this structure long time collected statistical information, a huge array of which will serve as a source of various data needed in various studies for a long time to come.
To the group engineering and technical workers include professionals who organize manufacturing process and leading them. According to the nomenclature, they include directors of enterprises, their deputies for production and technical issues, chief engineers, heads of production, buildings and shops, general factory, shop departments and bureaus, engineers, technicians, craftsmen.
To employees include employees who performed financial and settlement, economic, supply, accounting and office functions.
Employees intended to keep office premises clean and tidy, engaged in housekeeping services for workers and employees, were classified as junior service personnel.
The personnel of the militarized, armed guard, guard, fire protection included in the group protection.
pupils consider persons who are trained in enterprises during the production process in the order of individual and team training, and paid apprentices at rates.
The unjustified allocation of an employee to one or another classification group means assigning him an unusual legal status and socially recognized value. This inevitably leads to deformation in the structure of personnel and their payment and to a deterioration in their use.
Modern stage The development of production and the need to ensure its efficiency require an increase in the educational and general cultural level of workers of all levels and categories. The entire personnel structure of enterprises was divided into two large groups: workers employed mental labor and manual workers.
The first group included managers, top-level specialists, mid-level specialists and auxiliary workers.
Especially high demands are placed on leaders. Their immediate duty is to make production and economic decisions, which often determine the fate of the enterprise. Therefore, for inclusion in this group, specialists are selected who have solid production and life experience, who are fluent in modern methods organization of production, labor and management capable of providing high economic efficiency decisions. This requires, in addition to technology, engineering and economics, a fairly deep knowledge of psychology, sociology, conflictology, computer science, and financial policy. Leaders should be distinguished by a high intellectual and general culture.
This applies to a large extent to senior and middle-level specialists as well. They do not make cardinal decisions, but it is they who prepare these decisions, comprehensively substantiating them, conducting the necessary research, calculations and production experiments.
2. The ratio of the listed categories of workers in their total number, expressed as a percentage, is called personnel structure. The structure of personnel can also be determined by age, gender, level of education, work experience, qualifications and other characteristics.
In the practice of accounting and personnel planning, there are attendance, payroll and average payroll compositions.
turnout line-up- the minimum required number of employees who must come to work daily to complete the task on time.
payroll- all permanent and temporary employees who are listed in the enterprise, as performing in this moment work, and those in regular holidays, business trips, performing public duties, not showing up for work due to illness or any other reasons. The list number of employees can be set for a certain date.
Average payroll is determined by summing up the payroll of employees for all calendar days period, including weekends and holidays, and dividing the amount received by the full calendar number of days of the period.
The staff of the enterprise is not a constant value: some employees are fired, others are hired. In this regard, it is determined employee turnover index.
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 most basic 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 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. AT 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 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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« »Why is it necessary to take into account industrial and production personnel and how is this carried out? In real labor relations there is such a thing as the personnel of a working enterprise. In other words, these are industrial and production personnel who carry out labor activities and ensure the implementation of all existing production programs.
What is meant by this term?
The staff of an operating enterprise is a specific group individuals that carry out the implementation of all the functions that the enterprise undertakes. This is a key power working resource, on the use of which the entire efficiency of the enterprise depends.
Efficiency depends on the quality of work of all employees of the organization. If the team shows poor results, then the results of the work manufacturing enterprise will be negative. In order for the efficiency to become low, it is enough for the employees of only one department to show poor results, and this will certainly negatively affect the work of the entire organization.
In itself, this industrial staff is very heterogeneous. It includes many employees who are employed in a functioning enterprise in different areas have different responsibilities. So, the categories of production personnel are divided into:
- Production workers involved in industrial production.
- Production personnel involved in non-industrial work.
Production working personnel includes the following categories of workers:
- employees involved in the execution of the current work process are the main staff, as well as everyone who works on an auxiliary basis;
- employees of engineering and technical services;
- employees of scientific organizations;
- administrative staff, financiers and accountants.
Such is the composition of the working industrial personnel. The non-industrial composition includes the following categories of individuals:
- everyone who is busy labor activity at enterprises in the field of public catering;
- all employees of medical institutions;
- persons working in the housing and communal services sector;
- persons working in the leisure industry;
- working in the subsidiary farm and listed on the balance sheet of the organization.
All employees are divided depending on the functions they perform into the following categories:
- workers;
- senior staff;
- specialists;
- employees, junior staff;
- pupils;
- guards.
Worker Duties
All workers have a basic duty, which is expressed primarily in the performance of their direct job functions. This means that they must come and do their job. This unites all workers, regardless of qualifications and status. But the specification of their work may be the broadest.
The personnel structure of the enterprise firmly divides the employees into 2 parts. Workers, as you know, are divided into key and those who carry out work as an auxiliary workforce. Their responsibilities are:
- The main workers carry out the production process itself, make products.
- The auxiliary workforce is busy serving the production process, simply helping the main staff.
Modernity dictates serious progress in the form of constant automation of the current workflow, computerization of production technologies, and the operation of new flexible efficient systems in mass and medium production. All these innovations dictated by the time, as a result, lead to a very frequent revision of the production policy in relation to personnel individual operating companies.
Considering how quickly the process is being automated, rethinking the attitude towards working personnel is becoming an increasingly relevant issue.
At the same time, the relationship between categories, including key and auxiliary ones, is also seriously changing.
So how are things going in the workplace right now? To date, the duties of employees by category are as follows:
- Leading staff members. These are the personnel who directly manage all the processes taking place at the workplace. They exercise technical, economic and organizational control over the workers. Such employees include the director, all his deputies, heads of the engineering service, chief accountants, head of the economic department and chiefs of departments.
- Specialists collect and filter information, primarily economists and technologists.
- Technical employees. Dispatchers, cashiers, timekeepers, etc.
- junior staff. Cleaners, cloakroom attendants, etc.
- Students. This includes everyone who works for experience.
- Guards.
Quantitative and qualitative indicators
The existing number of industrial and production personnel for each individual organization can be described using other indicators that take into account primarily their quantity and corresponding quality. Quantitative indicators mean and describe the number of employees, including the number of employees according to PPP. By quality, they do not mean the results of the work themselves, but the qualifications of persons employed in a particular organization. As a result, the number of workers is added to the qualifications of employees.
The concept of a profession is a certain type of work activity, which, in turn, requires a variety of theoretical knowledge and skills already available as solid experience. Often employees of the same specialization are divided into different groups.
Take, for example, the profession of a locksmith. What is the specialty of such an employee? In fact, there are two of them: a mechanical assembly fitter and a fitter working with measuring and control devices. That is, when analyzing the structure work force they will also have to be divided into 2 groups. The objectivity of studying the quality of the work process should take into account the specialization of each employee. Qualification should be examined separately from numbers.
Qualifications are the skills of a specialist that enable him to do his job. Work in terms of complexity can be different - from the simplest to the one that only persons of one category of workers with education can do. Each specialization requires specific knowledge and in practical terms preparation.
According to the level of workers are divided into the following categories:
- low-skilled;
- qualified;
- highly qualified.
All standards for the number of industrial and production personnel in any case depend on these categories. The calculation of specialists, for example, is carried out when offsetting the degree of qualification of a particular professional. They are usually divided into the following categories:
- Professionals with specialized education.
- Persons with higher education.
- Professionals with the highest qualifications.
- Individuals with advanced degrees.
These are not all qualitative indicators.
To give the appropriate characteristics to the work team, a technique called tariff categories is used. The main principles that affect the category of the worker are:
- the educational level of the employee;
- complex work to be done.
Based on these two key criteria in the future, the same tariff category is formed. The basis for this approach is the relevant qualification characteristics.
For a correct qualitative assessment, the following factors are taken into account:
- specifics of the enterprise;
- production size;
- organizational and legal form;
- belonging to any industry.
The structure of the organization's personnel indicates the number of all employees and in each category separately. As a rule, the bulk of the team members are occupied by workers, that is, those persons who directly carry out the production of products manufactured by the enterprise. In addition to all of the above, at present, the qualification level of work teams is constantly increasing, methods of training employees and their further retraining are being modernized.
But why is such an intensive practice of retraining of personnel carried out? The fact is that the main problem today is an acute shortage of specialized labor. There are various technological innovations that often create more problems than they solve. All these newly emerging difficulties rest on the quality of the working staff. Employers cannot find a sufficient number of professional personnel and are forced to retrain existing ones, increasing their qualification level.
In the reporting on the labor of enterprises and organizations in certain sectors of the sphere of material production (industry, construction, transport, on state farms and some other manufacturing industries) 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 put into effect the All-Russian classifier of professions for workers, positions of employees and wage categories OK 016-94.
When distributing employees by categories of personnel in statistical reporting on labor, one should be guided by the All-Union Classifier of Worker Occupations, Positions of Employees and Wage Levels (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 Vehicle;
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 survey, 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;
33.11. 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:
director ( CEOs), chiefs, managers, managers, chairmen, commanders, commissars, foremen, foremen of work at enterprises, in structural units and divisions;
main experts: Chief Accountant, Chief Dispatcher, Chief Engineer, Chief Mechanic, Chief Metallurgist, Chief Welder, Chief Agronomist, Chief Geologist, Chief Electrician, Chief Economist, Chief Researcher, Chief Editor;