The workplace (Rabocheye place) is. Workplace - what is it? Workplace of an employee: types, accounting and certification

Workplace- this is the area where the employee is located and the means of applying his labor, which is determined on the basis of technical and ergonomic standards and is equipped with technical and other means necessary for the employee to perform the specific task assigned to him. The workplace is a universal and ubiquitous category. It occupies part of the production or service area, which also accommodates the corresponding means and objects of labor (Fig. 1.6).

Depending on the characteristics of the production process and the nature of the work performed, the workplace can be simple, multi-machine, collective, as well as stationary, mobile or spatial. A simple workplace is a workplace where one worker serves one unit. For example, one programmer maintains one set of computer equipment or one universal lathe is serviced
one turner. A multi-station workplace involves the maintenance of several units by one worker at the same time. This type of work is widespread in textile industry and in mechanical engineering. For example, five lathes are serviced by one lathe operator. Collective workplaces are typical for chemical industry, petrochemical, metallurgical and a number of sub-sectors of the food industry, as well as for large vehicles (aircraft, sea and river vessels, locomotives). In this case, one unit is serviced not by one, but by several workers. For example, a large rolling mill in a metallurgical plant is served by up to 120 workers at the same time. Or one dyeing unit in a furniture factory is served by four workers.

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Rice. 1.6. Scheme of a stationary workplace

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Stationary workplaces are motionless, located on a fixed production area and equipped with stationary means of labor (machines, mechanisms, tools). Items of labor are delivered directly to the workplace. Mobile jobs do not have production areas assigned to them, but they themselves move towards the location of the objects of labor. For example, a drilling machine is moving towards a drilling site. Many jobs move simultaneously with the objects of labor - cars, trains and others vehicles. Spatial jobs are not associated with any sector of the economy, types of products or means of labor, but are determined by the nature of the work. This, for example, geological exploration, cleaning of premises, grazing, etc. The employee has no

a fixed workplace, but only a delineated space. Only a permanent place of appearance is assigned to him - a special room or office where the arrival and departure of the employee is recorded and performance is controlled by it. Workplace row pro-. production specialists and managers do not have a clear regulation. They perform their immediate duties, not only sitting at their desk, but also being on the territory of the company.

To some extent, this is a free workplace in the sense that this category of workers can freely use any point on the territory of the enterprise to perform their assigned duties.

The number and professional composition of personnel are regulated by the number and nature of jobs at the enterprise. Availability of jobs is strictly monitored and constantly regulated. They should be no more and no less than required by the technology and organization of production, as well as the established volume of output (services). Overestimation of the number of jobs entails additional irrational costs for their arrangement, maintenance and depreciation, increases production costs and reduces income. Its decrease (compared to what is actually required) causes a disruption in the rhythm of production, a decrease in product quality, a violation of the schedule for supplying products to consumers, which also negatively affects economic indicators enterprises.

Accounting and rationing of jobs is carried out according to the actual service areas based on the volume and complexity of the work performed and the shifts in the use of jobs. The number of jobs for managers, specialists and employees is determined on the basis of the established staffing table, and for service personnel - based on service standards. To identify redundant and inefficient jobs, they are periodically re-registered and attested. Specialists develop programs and modernize and replace obsolete workplaces with new ones, which provide productivity growth and improvement of working conditions, improving the quality of work.

The conditions in which the labor process takes place have a direct impact not only on its results, but also on human health. Therefore, specialists study the functional capabilities of people in order to create an optimal working environment, that is, when achieving high productivity and quality of work involves providing the necessary amenities and maintaining the health of the employee.

Thus, the workplace is the primary link of the enterprise. Based on the availability and composition of jobs, the entire structure is built

tour of the enterprise, its scale is determined. Several interconnected workplaces form brigades, working groups, which are often referred to as a link. Brigades are made up of sections, sectors, which are then combined into workshops, departments, laboratories, from which, in turn, a complete object is formed - an enterprise.

Factors and production links between individual jobs, teams, sites, on the basis of which they are combined, are practically the same as in the formation of workshops. This is the uniformity of processed products, the similarity of product processing technology or the proximity of the territory where jobs are located. Links between jobs in the same team are almost always more detailed and specific than, say, links between shops in the same enterprise. This may be a collective workplace (for example, a blast furnace maintenance team at a metallurgical plant). Collective jobs are created as a result of the unity of the work performed. In particular, these are working groups and brigades of asphalt pavers in road construction, brigades for the repair of machines, equipment, buildings, structures, etc.

Many enterprises (firms, associations), primarily large ones, include cultural, educational, medical, health, trade and some other units that are not related to their production activities. Due to the fact that these units are formed according to other principles than production ones, we will limit ourselves to mentioning them.

Definition

The workplace is a zone that is assigned to each individual staff unit of the enterprise. This may also be a certain area of the production facility, where lifting and transport, technological or auxiliary equipment is installed. Most often, such zones are assigned to a group of workers.

Any part of the production process is carried out here. Each workplace has certain features. This is due to the specifics of the production process, as well as the variety of forms that a particular labor has. But the condition of the workplaces at the enterprise speaks of the level

Primary requirements

The workplace is that area of the enterprise where one or more performers carry out labor activity with the help of those installed right there technical means. In such areas, the main goal of the entire production is achieved. It consists in the fulfillment of established technological standards, as well as in the timely, high-quality and economical production of the final product. To achieve this goal, certain requirements must be met already when the employee's workplace is organized. This will allow the most rational use of human and material resources. Existing requirements include:

organizational;
technical;
ergonomic;
economic.

As for organizational requirements, in order to fulfill them, each workplace must be rationally located in the area of the technological process. This factor affects the performer. In addition, the employer must find the most acceptable option, which will be carried out rationally. This will allow the contractor to uninterruptedly supply materials and raw materials, parts and blanks, as well as tools. Compliance with organizational requirements will make it possible to repair tooling and equipment, clean up waste as soon as possible, and also provide harmless and safe conditions for humans.

From a technical point of view, the installation of progressive equipment is necessary at the workplace. All instrumentation, tools and materials handling equipment required by the process should be located here.

Must be performed at the stage of equipment design, as well as during the planning of the workplace. This will reduce the fatigue of the performer with a long and monotonous repetition of a certain type of movement.

In addition to all of the above, there is a need for optimal employment of the performer. And for this, when organizing a workplace, all economic requirements must be taken into account. This will affect the level of labor productivity, as well as the quality of the final product.

Classification

A person's workplace is a diverse, often specific and unique zone. That is why there are no uniform requirements for its layout, equipment, and maintenance. It all depends on the specific production, as well as on the industry to which it belongs. Jobs can only roughly be classified according to the main distinguishing features. This will allow you to apply General requirements and the rules that exist within each of the groups.

One of the most basic classification features is the level of automation and mechanization of the work performed. According to it, the zones where the performers perform their duties are divided into five groups. Let's consider them in more detail.

Workplaces using manual labor

In these production areas, the final product is the result of the worker's energy input. The performer performs labor operations with the help of a hand tool. An example is the assembly of mechanisms and assemblies without the use of instruments, excavation with a shovel or pick, etc. Everything that is done at such workplaces has a high labor intensity and low productivity. Of course, this is unprofitable for the company. However, it is impossible to completely exclude manual labor and, accordingly, such jobs from the technological process. In them, for example, there is a need for the repair of equipment installed in this area.

Workplaces for machine-manual labor

In these production areas, the final product is obtained using various mechanisms. However, here, in addition to machines, it is impossible to do without the participation of a person who gives part of his energy costs. An example of such production is planing a board with an electric planer or sawing wood using a circular saw.

Workplaces for mechanized labor

They are created in the case when all stages of the technological process are carried out with the help of mechanisms and machines. The role of a person in this case is to manage these means of labor, control over the quality of products.

This group of jobs differs from the two previous ones in that the performer, in the course of performing work duties, spends his own energy only on auxiliary movements. An example of this is driving a vehicle, a sewing machine, etc.

Automated production

If all technological operations are performed by automatic machines or mechanisms, then the role of a person is reduced only to starting them, as well as to stopping and controlling the output of products. In this case, an automated workplace is created. This can be quite an extensive area for servicing several automatic mechanisms by one performer.

Hardware workplace

This zone differs from those that exist in mechanized and automated production. There is special equipment (apparatus) here, which converts thermal, electrical or chemical energy to obtain the final product. At the same time, as in automated production, it remains for a person to observe the operation of equipment, controlling the readings of instruments.

Other classification

Allocation of jobs by groups can be carried out depending on:

and repeatability of technological process operations. These jobs are created in single and serial, mass and large-scale production.
Degrees of specialization.
Location persistence. At the same time, a mobile and stable (stationary) workplace is distinguished. This will also have an impact on their organization of work. A stable zone is needed, for example, in mechanical engineering when servicing machine tools. What equipment is used to create a stationary workplace? These are heavy, large-sized and complex units. When creating mobile jobs, it is planned to use a portable light tool, as well as means designed to move it. In this case, you can allocate a permanent workplace. This is the area where the contractor is continuously more than two hours of his working day, or more than 50% of this time. The workplace can also be unstable. Here the performer is, respectively, less than two hours in a row or less than 50% of his working time.
The number of performers. At the same time, collective (team) and individual jobs are distinguished.
The number of serviced units of technological equipment. For example, there are multi-station and single-station jobs.
Executor functions. So, there are jobs for specialists and employees, managers, security guards, etc.
Performer profession. For example, the workplace of a doctor or an accountant, a machinist or a carpenter.
Locations (indoors or outdoors).
Shifts (1-, 2-, 3- and 4-shift).
Times of use (temporary or permanent).

Organization of workplaces

Before the start of any production process, it is necessary to carry out a system of measures aimed at equipping the area where the performer performs his labor duties with objects and means of labor. In other words, the workplace must be prepared. This will ensure optimal performance complex system which includes man, machine and environment. Only if the conditions for the consistency of these parameters are met, the labor process will be reliable and highly efficient.

To create a comfortable working posture, as well as optimal loads on all human muscles, it will be necessary to apply knowledge of anthropological characteristics. At the same time, an ergonomic examination of workplaces is carried out, where the physiological characteristics of the performers are taken into account and their movements are evaluated.

In addition, all objects located in this zone must have such shapes, colors, sizes that would correspond to the auditory, tactile, visual and other mental and physiological characteristics of a person. Light and humidity, noise and temperature, dust and vibration - all this should also be taken into account at a time when a mobile or permanent workplace is still being designed. This will make it possible to comply with all sanitary and hygienic requirements that are developed by the current legislation in order to ensure safe and healthy working conditions.

Organization of quota jobs

Employment and employment are key elements of social inclusion and economic independence for those people who have limited opportunities. For those in particular need social protection and experiences difficulties in filling available vacancies at enterprises, a certain quota is established by law. It denotes the minimum number of jobs that the employer must allocate for such a group of citizens. Moreover, the employment of such people is the responsibility of any enterprise, regardless of its organizational and legal form.

A quota job is an additional guarantee of employment for citizens. Its creation protects against unemployment those who have low competitiveness in the labor market.

In an organization with more than a hundred employees, there must be more than one quota workplace. This is the responsibility of the employer. It is enshrined in the law "On the social protection of persons with disabilities in the Russian Federation." What should be the quota number of jobs? This is established after the calculation (from 2 to 4 percent of the average list of employees).

Workplace layout

The area in which the performer is located should be appropriately placed in space. At the same time, it is important that it be functionally interconnected with equipment, means of production, objects of labor and everything necessary for the labor process. When planning the workplace, it is necessary to arrange objects and tools in such a way that the performer does not have to make unnecessary movements. This will reduce his fatigue and increase labor efficiency.

The layout of the workplace should be carried out taking into account ergonomic requirements. They provide for the rational formation of work zones, as well as the choice of such an option for placing tools and materials that would provide the worker with the necessary operational space and at the same time save production space.

Conducting a job analysis

In personnel management at any enterprise, certain stages can be distinguished. The very first of these involves a job analysis. This needs to be done to design these zones and improve the quality of working life.

Analysis is the differentiation of the workplace. In the process of its implementation, those tasks that are solved by the contractor are studied, as well as the basic requirements for education, responsibility and experience necessary for the implementation of work in this place.

One of four methods can be used to collect the required information:

interview (interview);
observation;
questioning;
compiling a list of employee duties.

Using one of these methods, first of all, it is necessary to collect data on the area where the performer performs his duties, and then study the production process itself.

Carrying out certification of workplaces

The Russian Federation provides for the obligation of the employer to conduct a periodic assessment of working conditions in those areas where the performers perform their duties. places are activities during which harmful as well as dangerous factors that pose a threat to human health are identified.

The procedure for conducting such an assessment and formalizing its results is enshrined in the order of the Ministry of Health and Social Development of Russia, issued on April 26, 2011. According to this document, a workplace is subject to certification, where:

machines, equipment, installations, mechanisms, devices and vehicles are operated, as well as their adjustment, repair and testing;
there are sources of hazards that have a harmful effect on humans;
materials and raw materials are stored, moved and used;
used manually, mechanized or

Workplace certification is an activity that can be:

primary;
repeated;
unscheduled.

5S system

There is a certain methodology that allows you to properly and rationally organize the space of the labor zone. It is called "5S-system of workplaces". This technique aims to create optimal conditions that allow you to maintain order and cleanliness, maintain accuracy, and save energy and time. 5S is a lean manufacturing tool developed by Toyota in the postwar years. The introduction of this technique at the enterprise is an important step towards increasing the competitiveness of its products. After all, only in an orderly and clean environment is it possible to produce quality items that would meet all the requirements of customers. The 5S methodology creates real prerequisites for this. It consists of five consecutive steps.

On the first of them, sorting is performed with the subsequent removal of all unnecessary, located in the workplace. This will undoubtedly affect the improvement of safety and work culture. All employees should be involved in sorting and identifying items that are unnecessary for the implementation of the technological process. Further, excess things are disposed of or transferred to storage places.

The second step of the methodology is the observance of order and self-organization. In this case, each thing must be found its place. All items are located in an area accessible to each user. To quickly find the right tool or other thing, you should mark them.

The third step of the methodology involves the systematic cleaning of the workplace and maintaining cleanliness. A certain system is being created where nothing else is polluted. In each of the working areas, frequent and regular cleanings are carried out. At the same time, all tools are in good condition and in those places where they can be easily found. Periodic cleaning of equipment provided by this technique helps to prevent possible failures in the operation of mechanisms.

The fourth step is to standardize the process. It is a written consolidation of the most effective solutions found in the process of implementing the first three stages. In this case, the technique will become visual and easy to remember. Also at the fourth stage, standards for working methods for safety and equipment maintenance are developed. All of them are recorded in the documents issued by the enterprise.

The fifth step is to improve discipline. Only the employee who complies with all internal regulations is able to work efficiently and productively.

The 5S methodology is used to standardize work areas and design an organization. Completion of all steps is an important prerequisite for improving labor safety and increasing work efficiency. The main idea of the methodology is that the rules stipulated by it are followed by all employees. This applies to both the cleaning lady and the director. The main advantage of this concept is that all of the above actions do not require the development of any special management theories and technologies.

the primary and most important link in the spatial organization of production, including all the components necessary for labor activity

Job definition and characteristics, job market, job certification and norms, buying and creating jobs

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Workplace is, definition

The workplace is organizationally indivisible (in given specific conditions) link of the production process, serviced by one or more workers, designed to perform one or more production or service operations, equipped with appropriate equipment and technological equipment. Mutual rights and obligations between the employee and the employer in relation to the workplace are stipulated and / or fixed in the employment contract.

The workplace is the place where the employee must be and where he performs work in the mode and conditions provided for by the regulatory and technical documentation. The definition of the concept of "workplace" is legally enshrined in Art. 209 of the Labor Code of the Russian Federation and fully complies with generally accepted international terminology, in particular, the definition contained in the ILO Convention No. 155: "Places directly or indirectly controlled by the employer, where the employee must be or where he must go in connection with his work."

The workplace is the spatial area where the employee and the means of applying his labor, adapted to perform the functions assigned to him. This zone (space) is determined on the basis of technical and ergonomic standards and is equipped with technical and other means necessary for the employee to perform the specific task assigned to him.

The workplace is a section of the premises where labor activity is carried out during the working shift or part of it. A workplace can be several sections of a production facility. If these areas are located throughout the premises, then the entire area of \u200b\u200bthe premises is considered the workplace. ( State system sanitary - epidemiological regulation of the Russian Federation. Federal sanitary rules, norms and hygiene standards. 2.2.4. Physical factors of the production environment. Hygienic requirements for the microclimate industrial premises. Sanitary regulations and norms (SanPiN 2.2.4.548-96)).

The place and the means of production located on it, tools of labor for performing work, adapted to the implementation of labor functions by one worker of a certain profession. The number of jobs in the enterprise must correspond to the number of employees employed in it, taking into account the schedule and shifts of work, the availability of holidays.

The workplace is

This is not a chair. In fact, an employee of an enterprise during a long administrative leave, when he does not work at this enterprise and he does not have earnings here, actually does not have a job there (although most often the spatial zone in which he worked before the vacation, is present and is not occupied by anyone, and the employee can come and make sure of its presence). To create jobs, money is needed not only for buildings, equipment, etc., but also for everything else that is directly necessary for labor activity: raw materials, materials, wages, etc.

Job classification

The concept of "workplace" is ambiguous and can be classified according to a number of criteria.

The workplace has a location, which, depending on the type of activity of the enterprise (production, services, etc.), can be changed, i.e. be permanent or temporary. The workplace is determined within the framework certain organization(places of work). So, the place of work can be legal - indicated in the employment contract, actual - indicated in the order. In turn, the workplace is the exact (actual) place of work.

There are about eleven features that characterize the workplace.

Jobs vary:

By the number of performers: individual and collective workplaces;

By type of production: main and auxiliary;

By type of production: mass, serial and single;

By degree of specialization: universal, specialized and special;

By the level of mechanization: mechanized, automated, for manual work;

By the number of equipment: single-station, multi-station.

Depending on the characteristics of the production process and the nature of the work performed, the number of workers-performers distinguish the following types work places:

simple workspace

A simple workplace - one worker serves one unit. For example, one programmer maintains one set of computer equipment or one universal lathe is serviced by one turner.

Multi-station workplace

A multi-machine workplace involves the maintenance of several units by one worker at the same time. This type of jobs is widespread in the textile industry and in mechanical engineering. For example, five lathes are serviced by one lathe operator.

Collective workplace

Collective - typical for the chemical industry, petrochemical, metallurgical and a number of sub-sectors Food Industry, as well as for large vehicles (aircraft, sea and river vessels, locomotives). In this case, one unit is serviced not by one, but by several workers. For example, a large rolling mill in a metallurgical plant is served by up to 120 workers at the same time.

Spatial Jobs

Spatial jobs are not associated with any sector of the economy, types of products or means of labor, but are determined by the nature of the work. This is, for example, geological exploration, cleaning of premises, grazing, etc. An employee does not have a fixed workplace, but only a delineated space. He is assigned only a permanent place of appearance - a special room or office where the arrival and departure of the employee is recorded and his diligence is monitored. The workplace of a number of production specialists and managers does not have a clear regulation. They perform their immediate duties, not only sitting at their desk, but also being on the territory of the company. To some extent, this is a free workplace in the sense that this category of workers can freely use any point on the territory of the enterprise to perform their assigned duties.

Free workplace

Free workplace (to perform their duties, the employee uses any point on the territory of the enterprise).

According to the constancy of the location, they distinguish:

Stationary workplaces

Mobile workstations

Mobile jobs do not have production areas assigned to them, but they themselves move towards the location of the objects of labor. For example, a drilling machine is moving towards a drilling site. Many jobs move simultaneously with the objects of labor - cars, trains and other vehicles.

Depending on the level of mechanization and automation of the work performed, there are:

Jobs for manual work

Labor operations at such workplaces are performed with a hand tool, and the transformation of the object is carried out at the expense of the employee's energy costs. Examples are such types of work as: excavation with a pick and a shovel; manual sawing of wood or cutting of logs with an axe; manual assembly of units of machines and mechanisms and! etc. The work performed at these workplaces is highly labor intensive, and labor productivity here, as a rule, is not high. However, it should be noted that it is practically impossible to completely exclude manual jobs from the production sector: even in conditions of full automation, the adjustment and adjustment of automatic systems remain manual operations, just like many types of repair work and maintenance of technological equipment.

Workplaces for machine-manual work

All transformations of objects of labor at such workplaces are carried out either by machines and mechanisms with the direct participation of the worker with the corresponding energy costs on his part (for example, sawing wood on a circular saw with manual feed), or the work is performed by a mechanized tool with the efforts of the worker himself (for example, drilling holes with a manual electric drill, drilling holes with a manual pneumatic puncher, planing boards with an electric planer, etc.).

When machine- handmade the transformation of the object of labor is carried out at the expense of two sources: external energy (electric, pneumatic, etc.) and the energy of the worker himself. Such jobs occupy an intermediate position between the first (manual) and subsequent (mechanized) groups. From an organizational point of view, with machine-manual, as well as with manual, work, multi-machine maintenance and the combination of rest time with the time of processing the object of labor are impossible.

mechanized workplaces

All technological processes in this case are carried out by machines and mechanisms with the corresponding costs of external energy, but with the direct truth of workers, whose role is reduced to managing the means of labor (installation of the object of labor, starting or stopping the machine, monitoring the operation of the mechanism, quality control, removing the product, etc.). hallmark jobs of this group is that the worker himself does not directly expend energy on the transformation of the object of labor, but spends it only on auxiliary elements. Examples are operations for processing parts on metal-cutting machines, for managing loading and unloading and transport mechanisms, for sewing on an electric sewing machine.

Workplaces

They are equipped with automatic mechanisms, machines or their systems, capable of weeding out all technological operations without the direct participation of the worker, whose role is to start, stop automatic machines and control their work. The time of automatic operation of the equipment can be significant, in connection with which, as a rule, it becomes possible for one worker to service several automatic machines.

Hardware workstations

These jobs differ from mechanized and automated ones in that they are equipped with special equipment (devices) in which the transformation of objects of labor is carried out under the influence of chemical, electrical or thermal energy. As in automated workplaces, the functions of the workers-apparatists are reduced to monitoring the care of the devices according to the readings of the instruments. If there are several devices and a sufficient amount of time for the automatic apparatus cycle, it is possible for one operator to service two or more devices at the same time.

According to the functions performed by the employee:

Workplace of the head

Workplace of the head - the place of application of the work of the head, equipped with appropriate equipment and other accessories necessary for the effective performance of the duties assigned to him. The manager's workplace is equipped in a separate office and, as a rule, consists of three functional areas: a working area, a meeting area and a recreation area.

The workplace of the head is a separate part of the premises of the enterprise, equipped in accordance with the nature of the functions performed with the necessary means of labor. The size of the area and equipment of the manager's office depend on the number of participants in meetings or meetings held in the manager's office, on the number of visitors who come at the same time, the range and volume of cases and documents, various technical means and working materials, tables, i.e. the layout of the manager's office may be different depending on the nature and volume of work.

Workplace of a specialist

The "specialist" has many faces and his professional activity is connected with making decisions related to financial calculations, the formation and creation of various documents and calculations, and not only. It can be an accountant, economist, financier, marketer, lawyer, manager. In addition, this specialist has at his disposal a computer, which he must be able to use. Therefore, we will carry out the following conditional division of his workplace into two components: the physical workplace of a specialist and the electronic workplace of a specialist.

The electronic workplace can be conditionally divided into three categories:

An electronic workplace, which, as a rule, is provided by an enterprise through the introduction of any corporate software product (system),

Applied Office Systems,

An electronic place that each individual generates, depending on his qualifications and needs.

As a rule, the monitor, keyboard and mouse are on the table. The monitor is designed to visually display information that is being manipulated with the mouse and keyboard, as well as the results obtained from these manipulations.

employee's workplace

Workplaces of employees are usually located in common rooms or isolated rooms (depending on the type of work, the number of performers and their relationship). In common areas, RMs are usually arranged in parallel rows, but if workers are not connected by one occupation, then RMs can be separated by partitions. Employees' workplaces are equipped depending on the specifics of their work. At present, standard layouts of the RM* of various categories of workers have been developed, which are listed in the relevant catalogs and which are advisable to use when organizing the RM* of a particular employee.

worker's workplace

Workers (workers of mass professions) are the most numerous group, which is divided into workers of the main work and auxiliary work. Basic work workers are employed in the main production of enterprises. Ancillary workers help the main workers to perform work on the main activity of the enterprise. By skill level, workers can be:

qualified;

low-skilled;

Unqualified.

Their ratio at the enterprise depends on the types and volumes of work performed.

physical workplace

This is a specific area intended for the production of products, performance of work and provision of services, equipped for this purpose with an appropriate set of tools ...

economic workplace

This is an opportunity to provide employment to one worker, regardless of the number of physical jobs. The physical workplace may be available, but due to a decline in production, lack of demand for products, materials, energy, etc. there may be no demand for labor; this workspace is not operational. On the other hand, the physical workplace may be one, but because of its high efficiency it will be operated in several shifts, which will initiate the existence of several jobs, which are called economic jobs.

General requirements for the organization of workplaces

Depending on the specifics of individual industries and technological processes jobs can be classified according to some other criteria, for example, when working at height, in underground or underwater conditions.

But no matter how different the conditions and types of production are, no matter how different the technologies for the production of work and the levels of their mechanization, there are the following general requirements for the organization of jobs.

1. Technical requirements. These requirements include equipping workplaces with modern, serviceable and safe equipment, tools, equipment and lifting and transport vehicles in accordance with the content and characteristics of production and labor processes.

2. Organizational requirements. These requirements consist in the optimal placement of workers, taking into account the labor intensity of the performed mining functions, in the organization of workplaces and the relationship between them, in the efficient and economical maintenance of workplaces, and in the creation of safe and healthy working conditions.

3. Economic requirements. They provide an increase in labor productivity, a reduction in production costs, an increase in the quality of products or work, and an increase in wages and incomes for all private producers of production, as well as the most complete satisfaction of consumer needs.

4. Socio-psychological requirements. Such requirements involve the development and advanced training of employees, the rallying of labor collectives, satisfaction with work and its results, as well as the formation of a positive psychological climate.

Assessment of workplaces

According to the order of the Ministry of Health and Social Development of Russia No. 342n dated April 26, 2011, from September 1, 2011 (cancelled from 01/01/2014) new order certification of workplaces according to working conditions. Certification was carried out not only to fix harmful factors affecting human health, but also to bring working conditions in line with state regulatory requirements for labor protection. In addition, on the basis of certification, compensations were established for workers exposed to harmful factors. If a person really encounters in the workplace with adverse factors, he was guaranteed to receive the benefits due to him - reduced working hours, additional annual paid leave or increased wages.

The job market in the labor market system

The job market is a socio-economic relationship between job owners about the movement of capital in the form of jobs and the connection with the labor force based on supply and demand. One of the main components of employment that form the demand for labor is the structure of jobs and its dynamics. Employment is a consequence of the availability of jobs and incentives that determine the scale and balance of demand and supply of labor. The workplace is one of the most important factors in the creation of a public good.

Formation of territorial, sectoral, professional, qualification, educational and other structures work force carried out largely under the influence of movement, as labor resources, and jobs (their creation, improvement, liquidation), which forms the demand of production for labor. The influence of the dynamics of vacant jobs in sectors on the formation of the sectoral structure of employment of the population as a whole and the number of employees in individual sectors is determined by the processes of movement of jobs - the opening (formation) and closing (replacement and liquidation) of vacant jobs. It should be emphasized the need to create cost-effective jobs that provide the employee with an income level not lower than the subsistence level, and the state - tax revenues and contributions to the relevant funds. Thus, highly profitable, but “shadow” jobs (we have about 30% of them), or places with low wages, cannot be considered effective.

In this regard, it seems necessary to define the concept of "creation" of the workplace. Jobs can be created both through the introduction of new ones (which will require investment in fixed production assets and growth working capital), and due to the expansion of existing production as a result of an increase in the shift ratio, which implies the presence of unused jobs. The expansion of employment in the latter case occurred with an increase in production volumes caused by an increase in demand for goods and services. Therefore, the creation of a job can be caused either by a change in market conditions, or by a targeted influence on the part of management and economic entities, for example, a government order.

As applied to the Russian economy, the analysis of the movement of jobs is of particular interest, since the Russian labor market reacted to the transformational shock in many ways differently than the countries of Eastern Europe. Despite the gigantic decline in production, unemployment in the Russian economy is kept at a relatively low level. It would be natural to suggest that the rise in unemployment is being held back by the flexibility and mobility of the Russian labor market in its specific forms. One way to empirically test this proposal is to analyze the movement of jobs and labor.

All sets of factors that determine the movement of workers between jobs, as well as between the state of employment and the state of "unemployment", can be divided into two categories. In the first case we are talking about factors such as: the emergence of new markets or the contraction of old ones; technical re-equipment of firms and entire industries; strengthening or weakening of domestic and international competition; differences in local business conditions, etc. As a rule, all of these factors lead to a change the total number jobs and, to their redistribution between individual enterprises. Which, accordingly, leads x to the overflow of labor.

In the second case, we are talking about "personal" factors of labor mobility, such as: professional growth; insufficient or excessive level of qualification; job dissatisfaction; change of residence; completion of studies; reaching the age of psychosis, etc. The movements that occur under the influence of these factors do not imply a mandatory increase or decrease in the number of personnel of individual firms.

The influence of the dynamics of vacant jobs in industries on the formation of the sectoral structure of employment of the population as a whole, and the number of people employed in individual industries is determined by the processes of formation and elimination of vacant jobs.

In particular, the formation of the latter occurs as a result of:

Creation of new jobs (vacancies through the expansion of production, through modernization and re-equipment, new construction);

Departure of people outside the considered system of employment;

People changing jobs within an industry or moving workers to jobs in other industries.

In turn, the closure of vacancies in each industry occurs through:

Recruitment of workers from the same or another industry;

Reception of workers from outside the considered system of employment;

Elimination of vacant jobs.

Job market needs

AT market economy Of particular importance is the question of the principles for determining the need for jobs. And only after resolving this issue, it is possible to develop a correct approach to determining the number and structure of jobs needed to solve the problems of employment and unemployment. We are talking about market principles for determining the need for jobs, i.e. principles that govern market structures. These include companies based private property, where the main figure defining economic activity enterprise, is an entrepreneur (businessman). His business is his business.

It is known, however, that entrepreneurship in itself is not aimed at creating jobs, their preservation and renewal. Such a goal is the benefit of investing money (capital) in a profitable business. But in modern market conditions of management, it is not at all necessary for entrepreneurs to create jobs in order to make a profit, especially to save, reserve, renew, etc. You can invest (invest) capital by acquiring shares of prosperous companies and enrich yourself with dividends or put money in the bank and receive interest. It was even more profitable at one time to "invest" capital in GKOs and receive huge income, or engage in foreign exchange transactions, having a good margin from this (the difference between the amount of sale and purchase of currency). In all these cases, the profitability of investing capital is ensured without creating jobs, except for some employment in all these commercial operations by the entrepreneurs themselves and their closest "helpers".

The structure of the job market

The structure of jobs, if we mean the economy as a whole, is reflected in the structure of employment, but one type of employment must be taken into account - employment for hire. All types of self-employment do not have jobs, since the place of application of labor there is the entire economy. The following main links in the structure of jobs can be distinguished:

social,

public-private,

Territorial,

Industry,

professional qualification,

According to the age and sex composition of employed persons,

According to the degree of use.

The social structure of jobs

The social structure of jobs differs from self-employment in that it reflects only one type of employment - employment, while the second is more complex in its structure, because it also includes various types of self-employment: entrepreneurship, small business, self-employment of artisans, single handicraftsmen , farmers, small traders engaged in household etc.

The locomotive of the American economy in general and the labor market in particular is private sector services.

social structure jobs are much simpler in the sense that it is mainly divided into jobs for hired workers and employees ("blue" and "white" collars). Quantitatively, if we take the economy of the state as a whole, jobs for workers prevail. A feature of the social structure of jobs (according to the Moscow City Statistics Committee) in the example of Moscow is the predominance of jobs for employees. Jobs for employees not only prevail but, as the data show, the following trends are visible:

The proportion of jobs for employees in Moscow is increasing, jobs for workers is decreasing;

The proportion of jobs for employees employed by women is significantly higher than that of men and tends to increase;

On the contrary, the proportion of jobs for workers employed by men has opposite indicators.

These trends in the social structure of jobs in Moscow will intensify as market relations develop due to structural changes in the city's economy in the direction of expanding financial and commercial structures and reducing the scope of material production. This, in particular, is evidenced by the dynamics of unemployment in Moscow. According to the Moscow Employment Service, the number of unemployed workers increased from 3,390 to 12,792 between 1992 and 1997; almost 4 times, and employees - from 19,446 to 23,304 people, i.e. growth was just over 20%. Unemployment among workers during these years grew almost 20 times faster than among employees. The importance of white-collar jobs in the Moscow economy is increasing, while that of workers is declining.

Public-private structure work places. In the Soviet economy, the private sector was absent, there were actually state and cooperative-collective farm sectors, where jobs differed little, since the cooperative-collective farm sector was in the highest degree state-owned, and hired labor was not recognized at all.

Prospects for expanding the job market

When developing an anti-crisis program for creating a normal job market, progressive world and domestic experience in legislative changes in labor and production time standards should be used. Maneuvering these standards, it is possible to influence the state of the job market, more evenly distributing jobs in the economy, reducing, getting rid of and even preventing unemployment in all its manifestations. So, scientific research It was found that with a 20% reduction in working hours, the supply of jobs in the labor market also increases by 20%, reducing unemployment. Reducing the retirement age by one year increases the supply of jobs by 1% while increasing the demand for labor also by 1%.

The growth in demand for labor and the supply of jobs is also achieved with a decrease in the number of working days of the week, an increase in the duration of paid vacations, the number of holidays and days off, providing employees with time to study and improve their skills, acquire a new profession, and for family needs related to the birth of a child. , etc. This kind of maneuvering with labor and production standards has been spontaneously making its way into economic practice for a long time under the pressure of various factors of social, scientific and technological progress, crisis phenomena in the economy, etc.

Maneuvering the norms of labor and production time is a new direction in the expansion of the job market, which is still poorly studied and which manifests itself spontaneously. Opponents of it, opposing the consciously programmatic, legislatively accepted distribution of this form, refer to poverty, to the fact that society has not yet matured, is not rich enough to use such tools. Moreover, sometimes we offer to increase the retirement age. And this is despite the average life expectancy of the male part of the population, which is now 58 years old! The implementation of such proposals would seriously exacerbate the problems of employment and unemployment. As practice shows, the reduction of working hours and the retirement age did not undermine the foundations of the market capitalist economy, did not make the rich less rich, and did not increase the poverty of the working population. On the contrary, the reduction of labor time - historical pattern, which is accompanied by an increase in the wealth of society as a whole, an increase in the well-being of both employers and employees, because the reduction in labor time is offset by an increase in its productivity and intensity, i.e. Scientific and technical progress.

The theory of labor fatigue suggests that a decrease in the duration of labor is compensated by an increase in its intensity. Great value in the expansion of the job market are wages and pensions. Low wages and a meager pension increase tension in the labor market, since an employed worker is forced to look for secondary employment due to low wages, and a pensioner actually appears on the labor market as unemployed, since the pension is insufficient to maintain his usual lifestyle.

Features of the workplace as a commodity

The peculiarity of the workplace as a product mainly lies in the fact that it is a product for production purposes, embodying the material conditions of a personal factor of production; an important source of all blessings is rooted in it, because, using the workplace, the worker by his labor, and the businessman by his activity of the owner, create all the necessary means of subsistence and means for productive activity. Huge number of jobs thanks to entrepreneurial activity and set in motion by the labor of hired workers, continuously reproduces the life process of the whole society. Unlike labor power, the workplace is a tangible inanimate commodity. Therefore, the owner of this product - the employer - is in a more favorable relationship compared to the employee, since, as already noted, he can reserve, mothball jobs and store them until better times, when it becomes possible to turn them into existing jobs.

However, it will not become an active workplace on its own, because it is activated by the labor force, without which a businessman cannot count on turning it into an active productive cell of his economy. The workplace does not have the property of self-development and self-improvement, it acquires this property due to the entrepreneurial activity of the employer and the creative work of the employee. In the system of market relations, the workplace has the peculiarity that it is a passive object of purchase and sale, in contrast to the labor force, the carrier of which is the worker and which is inseparable from his personality. The workplace exists in a material form independently of the employer and can be alienated from him when sold for later use. An employer can maintain a workplace in a different state: active, vacant, mothballed, or completely liquidate it - this largely depends on the will and desire of the employer, and not only on market conditions.

Buying a workplace

The workplace is bought twice: a) by the employer in the market of material goods for industrial purposes; its cost is paid in full and the employer becomes the owner of the workplace; b) an employee in the labor market; not the cost of the workplace is paid, but the price of its temporary use by the employee, and the employee does not become the owner of the workplace. Accordingly, the workplace as a product is used in two ways: a) by the employer - to sell it for temporary use for a certain price; b) a hired worker - to create marketable products with his labor, the sale of which on the market brings him money earnings.

The employer has a price, i.e. the commercial nature of the use of jobs, for an employee - labor, productive. It turns out that the nature of the use of the workplace by the employer is fundamentally different from the nature of the use of the workplace by an employee: the employer buys a workplace in order to sell it; a hired worker - to be used for production and obtaining means of subsistence. that sum of money, which was spent by him when creating a workplace. The price of a job as a product in the labor market is the price an employee pays for the temporary use of a job and is the difference between the income generated by labor and the wages received by the worker.

The purchase and sale of a workplace simultaneously with the sale and purchase of labor force is legally formalized by an employment contract between a businessman and an employee, which defines the mutual rights and obligations of the parties to comply with all conditions for the sale and purchase of a workplace. The businessman undertakes to uninterruptedly provide the workplace with all necessary materials, tools, maintain it in working order, etc., and if the workplace fails through no fault of the employee, the businessman pays for the forced interruption in the use of the workplace by the employee, thereby proving the fact that the employee rents the workplace.

For its part, the employee undertakes to use the workplace cost-effectively (productively, i.e. profitably for the entrepreneur), ensuring the professional and qualification compliance of his work with the requirements of the workplace, liability for stopping the workplace through one's own fault, etc. The employee does not have the right to dispose of the workplace at his own discretion, to appropriate in any form the belongings of the workplace, to spoil it, to disable it - for this he again bears financial responsibility. But he has the right to make improvements to the workplace, is obliged to maintain it in good condition to the best of his strength, qualifications, capabilities, for which he has the right to count on appropriate remuneration. It follows from this that the relationship of buying and selling a workplace with the conclusion of an employment agreement only begins and continues continuously until its termination (dismissal of the employee). In fact, this relation is realized in manufacturing process firms, being its internal moment.

Workplace needs

The needs of entrepreneurship in jobs are determined by the profitability of investing (investing) capital, i.e. its need for protection under the pressure of competition. Under the influence of market conditions, the need for capital in jobs fluctuates continuously, accompanied by fluctuations in the hiring and firing of employees.

The population's need for jobs is determined by the number of people who are willing and able to work, to be employed. For the wage earner, the need for a job is reduced to the need for normal or accepted means of subsistence. But this inevitably leads to the conclusion that the satisfaction of the needs of the population in jobs leads to the satisfaction of the needs of the population in normal means of subsistence. However, the vital needs of the population do not coincide with the needs of entrepreneurship in the workplace, and this contradiction is manifested in devastating social consequences, primarily in the presence, existence and growth of unemployment, the aggravation of the problem of employment and social tension, the growth of poverty, crime, etc.

Foreign and domestic experience of market management indicates that the needs of entrepreneurship in jobs quantitatively and structurally lag behind the needs of the population. This leads to the most important conclusion: market entrepreneurship is not able to solve the problem of creating, maintaining and modernizing jobs in accordance with the needs of the population, the needs of its employment.

According to the dynamics of the number of jobs, one can clearly distinguish the chronology of events in the economy: since 2000, the United States has been experiencing a systemic crisis, and it is a triple one; it was supposed to happen back in the early 90s, but it was artificially delayed, first through information technology bubbles (money entered the economy through investments in high-tech funds), then through the real estate market (money entered the economy through uncontrolled lending to the population on bail real estate). And if in the first case it is still possible to assume that the IT bubble was the result of the elements of the market, then in the second case we are talking about a conscious policy of the regulator: money should have flowed into the system through any channel and without the slightest stop.

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