The workplace (Rabocheye place) is. Workplace, production operation

The primary link of any production process is a workplace. It is at the workplace that all three elements of the labor process come together and interact: objects of labor, tools (means) of labor, and the living labor of the worker-performer. As a result of this interaction, new use values, products of labor (products, goods and services) are created. Therefore, the organization of workplaces is given paramount importance.

Workplace - this is a part of the working space, equipped with the technical means necessary for the production of a certain type of work, in which labor activity performer or group of performers.

Inside the workplace stands out work zone- a part of the space within which all the main labor actions of the employee are carried out. Special requirements are imposed on the working area: compliance with the anthropometric and biomechanical parameters of a person, ensuring a physiologically rational working posture, the reach of body organs to objects of work, tools or equipment controls, as well as guaranteeing the safety of labor actions and the safety of working conditions. Requirements for the organization of the workplace and the working area are developed by science - ergonomics.

All jobs are classified on a number of grounds.

According to the degree of mechanization:

Manual - works are performed manually, with the use of hand tools (or without it), without the use of extraneous energy sources. For example, drilling an object with a manually rotated hand drill;

Machine-manual - work is performed by a tool that uses extraneous energy sources and is moved manually. For example, drilling an object with an electric drill;

Mechanized - work is performed by the working body of the machine by a controlled worker remotely, i.e. human energy is spent only on the control of the working body of the machine. For example, work on an excavator;

Automated - work is performed by a machine or unit according to a given program without the participation of an employee, who retains the functions of starting and stopping equipment, monitoring work, and if necessary, adjustment or readjustment. For example, work on CNC machines;

Instrumental - the impact on the object of labor is carried out due to thermal, chemical, nuclear or electrical energy in special devices. The employee only controls the progress of the process and, if necessary, regulates it. For example, iron smelting blast furnace.

Based on specialization:

Specialized - at workplaces equipped with specialized equipment, the same or similar operations or types of work are performed;

Universal – different works are carried out at the workplaces.

According to the division of labor:

Individual - where one employee is constantly employed;

Collective - where the labor process is carried out by a group of workers.

By the number of serviced equipment:

Single-unit;

Multi-aggregate.

On the basis of stability:

Stationary;

Mobile.

There are other classification features, for example, for mining - open and underground, for installers - at a height, on the ground, etc.

The production process of an enterprise, the end result of which is the release finished products, consists of a large number of partial production processes, which are technologically complete stages of production. AT organizational partial production processes are usually isolated in the form production shops, and sometimes in the form of shop sections. For example, blast furnace, oxygen-converter, rolling shops of a metallurgical enterprise. A partial production process consists of a set of interrelated production operations.

Manufacturing operation- a separate part of the production process, carried out at one workplace by one worker or a group of workers. The operation is characterized by the constancy of the workplace, the object of labor and the composition of the performers. For example, the operation of tapping pig iron from a blast furnace, the operation of blowing metal with oxygen in a converter, the operation of rolling on a blooming plant, etc.

The classification of operations according to the degree of mechanization is similar to the classification of jobs on the same basis (manual, machine-manual, etc.).

From the point of view of technology, the operation can be divided into installations, transitions (or phases) and passes.

Installation- part of the operation performed with one fastening of the workpiece. A setup can coincide with a transition or consist of several transitions.

transition(phase) is a technologically and organizationally indivisible part of the operation, performed with the same operating mode of the equipment or using the same tool. As a result of the transition, one technological change in the object of labor occurs. A transition can coincide with a pass or consist of several passes.

pass- part of the transition limited by the removal of one layer of the processed material.

If we consider the operation as a worker's labor process, it is divided into labor movements, labor actions and labor methods.

The primary element of the labor process used in the practice of organizing and rationing labor is the labor movement.

labor movement- a single movement by an employee in the process of labor of his body, arms, legs, fingers, etc.

labor action- a set of labor movements performed continuously, having general purpose and characterized by the constancy of material factors at the time of their implementation.

Labor reception- a set of continuously following one after another labor actions that make up the completed part of the work with the constancy of material factors.

For the purposes of organization and regulation, sometimes labor methods are combined into complexes of labor methods.

A set of labor practices- a set of labor methods (part of a labor operation), allocated according to the technological sequence, or according to the generality of factors affecting the time of their implementation.

2.3 Organization of workplaces

The organization of workplaces is the basis of the organization of the labor process. Everyone, from the president to the locksmith, has their own jobs. But no matter how diverse jobs are, there are general mandatory requirements for the organization of jobs. These requirements can be expressed in three words: equipment, layout, maintenance.

Workplace equipment- a set of means of labor located on it: the main technological and auxiliary equipment, technological and organizational equipment, means of communication and signaling, means for labor protection and safety.

Workplace layout- spatial arrangement of all functionally interconnected means of production, objects of labor and the worker himself. At the same time, the arrangement of means and objects of labor should not create tightness and crowding in the workplace; not cause unnecessary movements and walks of the employee, movements of objects of labor, equipment, finished products.

Workplace maintenance- a system of measures to provide the workplace with the means and objects of labor necessary for the implementation of the labor process.

The workplace service system is established taking into account specific features (organizational and technical conditions, type of production, complexity of products, etc.)

In a large and well-organized production, there are up to 10 service functions:

Production and preparatory (distribution of work among workplaces, acquisition of blanks and materials, provision of documentation, production of various auxiliary materials);

Instrumental (providing production with tools and fixtures);

Commissioning (adjustment, adjustment, readjustment and adjustment of equipment);

Energy (supplying workshops, sites and workplaces with energy and overhaul maintenance of power equipment);

Repair (maintenance and repair of equipment and accessories);

Control (quality control of products or works, as well as acceptance, testing and analysis of raw materials, materials, semi-finished products and components);

Transport (delivery of raw materials, materials, semi-finished products and components to workplaces, movement of objects of labor between workplaces, export of production waste, export of finished products to a warehouse or to a consumer);

Repair and construction (construction, repair and maintenance of buildings, structures, access roads and other communications);

Household (maintenance of cleanliness in production and amenity premises, supply of personal protective equipment, drinking water, as well as all types of consumer services at work).

Warehouse (storage: means of labor, raw materials, materials, fuel, objects of labor, tools and equipment, auxiliary materials, finished products).

Organization of workplace services maximum must meet the requirements:

1. A clear delineation and separation of service functions from the main production. Transfer of service functions from production workers to auxiliary workers.

2. Ensuring the planning of service systems based on coordination with operational and production planning.

3. Active-precautionary nature of the service organization.

4. Comprehensive and harmonized nature of the service.

5. Rational organization of labor and jobs for service personnel.

6. Security High Quality service.

7. Regular and reliable communication between the workplaces of the main production and maintenance personnel.

Improving the organization of workplace services includes the study and analysis of the existing system, the design and implementation of new rational systems for servicing workplaces.

The level of labor organization by subdivision (K ORG) is defined as the geometric mean value of the coefficients characterizing the quantitative assessment of individual elements of labor organization:

K ORG \u003d (K 1 × K 2 × ... K n) 1 / n (2.1)

where K 1 , K 2 , ... K n are the coefficients of the level of labor organization of individual elements of the NOT.

1. Coefficient of division of labor of workers (K RT):

K RT \u003d 1 - [T NC / (T SM × H SP - ∑ T POT)] (2.2)

where T NZ - time spent unforeseen by the task or the tariff-qualification guide, min.;

T SM - shift duration, min.;

N SP - the number of workers on the list (registration staff), people;

∑ T POT - total loss of working time, min.

2. The coefficient of mechanization of labor (K MEX):

K MEX \u003d H MEX / H SP (2.3)

where N MEX - the number of workers working on mechanized works, people;

3. The coefficient of rationality of labor methods (K RPT):

K RPT \u003d 1 - [(T C - T PR) × Q / (T SM × H SP)] (2.4)

where T C - average time spent on the operation, min.;

T PR - the time spent on performing the operation by the advanced worker, min .;

Q is the volume of work performed in physical terms.

4. The coefficient of organization of jobs (K ORM);

TO ORM \u003d H TRM / H SP (2.5)

where N TRM is the number of employees employed at workplaces that meet the requirements of standard projects, people.

5. Employee service factor (K O);

K O \u003d 1 - [T NO / (T SM × H SP × s)] (2.6)

Where T NO - total losses due to untimely maintenance of jobs, min.;

c is the number of shifts in which the observation was carried out.

6. Coefficient of labor rationing (K NT);

K NT \u003d H NT / (H SP × K HV) (2.7)

Where Ch NT - the number of employees working in normalized jobs (according to the norms: time, output, number, service), people;

K VN - the coefficient of compliance with existing standards.

7. The coefficient of working conditions (K UT);

K UT = ∑(K UT n × n n) / ∑ n n (2.8)

where K UT n is the coefficient of working conditions at the n-th workplace;

n n is the number of jobs.

8. Ratio labor discipline(To TD):

K TD = × (2.9)

where T VP is the sum of intra-shift losses of working time caused by violations of labor discipline, min.;

T CD - the sum of all-day losses of working time caused by violations of labor discipline, min.;

In PL - the planned fund of working time per worker for the observed period, days.

9. The coefficient of creative activity of workers (K TA);

K TA \u003d H TA / H SP (2.10)

where CH TA - the number of employees involved in rationalization and inventive work.

Example 2.1 Determine the level of labor organization of the production site for the year, according to the following initial data:

The number of workers on the site - 100 people.

including - on mechanized works - 85 people.

Participate in rationalization and inventive work - 70 people;

Work on normalized jobs - 92 people;

Employed at workplaces that meet the requirements of standard projects - 87 people.

The planned working time fund of one worker per year is 1810 hours. The coefficient of compliance with the norms K VN = 1.12.

1. Coefficient of labor mechanization (K MEX):

K MEX \u003d 85 / 100 \u003d 0.85

2. The coefficient of organization of jobs (K ORM);

TO ORM \u003d 87 / 100 \u003d 0.87

3. Coefficient of labor rationing (K NT);

K NT \u003d 92 / (100 × 1.12) \u003d 0.82

4. The coefficient of creative activity of workers (K TA);

K TA \u003d 70 / 100 \u003d 0.70

5. The level of labor organization at the site:

K ORG \u003d (0.85 × 0.87 × 0.82 × 0.7) 1 / 4 \u003d 0.807

Methodological prerequisites for planning in the organization of jobs are formed - ergonomics, the science of the laws of interaction of the complex "man - machine - environment" ("h - m - s") as a single system.

Ergonomics studies the functional capabilities of a person in labor processes in order to create optimal working conditions for him, which are ensured by the compliance of the equipment, technological process and equipment with physiological, psychophysiological and psychological characteristics person.

The ergonomic properties of a person are characterized by his anthropometric, psychological, physiological and hygienic properties that determine the effectiveness of his activity in the system "Man - machine - environment" considered in aggregate.

In the ""H - M - S"" system, it is necessary to coordinate the characteristics in the following areas:

Spatial;

temporary;

informational;

Energy.

Spatial matching involves the organization of the space in which a person carries out his activities (work area, workplace, workroom, etc.), as well as the organization in space of movements and movements of the person himself (reach areas, accessibility of controls, etc.) . Spatial coordination is associated with anthropometric, physiological and hygienic factors.

Temporary agreement- taking into account the temporal characteristics of a person and the temporal dynamics of working capacity, characterized by the time of movement, reaction time, tracking time, as well as the mode of work and rest, an increase and decrease in working capacity during a shift, etc.

Information agreement- associated with psychological factors: estimation of the amount of information, throughput, noise immunity of various human communication channels, various sensory organs and the human nervous system based on the establishment of optimal information flows from various indication means, pointers, sound signals, etc.

Energy harmonization- associated with the influence of labor on the muscular, cardiovascular system on the basis of establishing the optimal volume of motor activity, external mechanical work, the magnitude of muscle effort, determining the degree of endurance of some muscle groups, etc.

Only subject to the coordination of the characteristics of the equipment of workplaces and environment with human characteristics, you can count on high efficiency and reliability of the labor process. A properly organized workplace is one of the factors of job satisfaction and stimulates high-performance work.

2.4 Classification of working hours

The basis for studying the costs of working time is the appropriate classification of these costs into categories. Establishing the cost of working time provides:

Studying the state of labor organization and the use of working time;

Identification of working time losses and their causes;

Establishing the degree of necessity and expediency of certain types of time spent in the performance of a given work;

Designing rational individual and collective labor processes;

Study and analysis of the use of equipment operating time in relation to the contractor's working time;

Establishment of normalized labor costs for the performance of a given work.

There are classifications of working time costs: the performer of work (employee) and the use of equipment. The classification of time spent by the performer of work is given in Appendix A.

The time values are as follows:

Working hours for the production task(VTR) is the time spent by the worker on the preparation and direct execution of the received task.

Preparatory and closing time(PT) is the time spent by the worker to prepare for the performance of the given work and the actions associated with its completion. This type of working time costs includes: the time to receive a task, receive a tool, familiarize yourself with the CTD, clean up the workplace after completing the task, hand over BTK products, hand over tools to the pantry, etc.

A feature of the preparatory and final time is that its value practically does not depend on the amount of work performed on the assignment (along with the order).

operational time(OP) is the time spent directly on the performance of a given work (operation), repeated with each unit of production or a certain volume of production (or work).

regular time(O) - this is the time spent by the worker on a qualitative or quantitative change in the object of labor (its shape, size, appearance, chemical or mechanical properties etc.), its state and position in space. This process can be carried out directly by the worker or under his supervision.

Auxiliary time(B) - this is the time spent on activities that ensure the implementation of the main work. It is repeated with each unit of production or a certain volume of it.

Workplace service time(OM) is the time spent by a worker tending and maintaining the workplace in a condition that ensures safe and productive work during the shift.

Time Maintenance (Tech) is the time spent by the worker on the care of the workplace, equipment and tools.

Organizational service time(Org) is the time spent by the worker to maintain the workplace in a working and safe condition.

Time of active monitoring of equipment operation- this is the time during which the worker closely monitors the operation of the equipment or the progress of the technological process. At the same time, the worker does not perform physical work, but his presence at the workplace is necessary.

Time of passive monitoring of equipment operation- this is the time during which there is no need to monitor the operation of the equipment or the technological process, but the worker does it due to the lack of other work.

Lead time char work (HRV) is the time spent by a worker to perform work that is not provided for by the production task, but caused by production necessity.

Unproductive work time(VNR) is the time spent by a worker to perform work not provided for by the production task, the cause of which is insufficient qualification of workers or shortcomings in the organization of production.

Time of breaks due to technology and organization of the production process(PT) is the time, the need for which is caused by the specifics of the technological process or the organization of production.

Time of interruptions caused by shortcomings in the organization of production(PNP) is the time of interruptions in work caused by organizational or technical reasons.

Time of breaks caused by violations of labor discipline(PND) is the time of breaks in work caused by violations of the rules of labor regulations.

In addition to the time costs, according to the above classification, when analyzing the costs of working time, the rationing distinguishes overlapped and non-overlapped time.

Overlap time- this is the time for the worker to perform labor techniques during the period of automatic operation of the equipment. Overlapping can be the main (active monitoring) and auxiliary time, as well as time related to other types of work time costs (for example, maintenance of the workplace).

Not overlapped time is the time for performing auxiliary work with the equipment stopped (idle).

Depending on the characteristics of the production process and the nature of the work performed, the workplace can be: permanent and non-permanent.

Permanent workplace- the place where the worker is located most of their working time (more than 50% or more than 2 hours continuously). If at the same time work is carried out in various points of the working area, the entire working area is considered a permanent workplace ( GOST 12.1.005-88). Permanent workplaces are fixed, 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.

Non-permanent or non-stationary jobs- places with geographically changing working areas. The worker 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.

Some work areas may be the same for different work stations. Therefore, it is advisable to carry out measurements first in the main divisions, and then in the auxiliary ones. This will avoid measuring repeating factors in the same place for different categories of workers.

- 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.

Types of jobs

Depending on the features and nature of the work performed, there are:

simple workplace (maintenance by one worker of one unit);
multi-station workplace (maintenance by one employee of several units at the same time);
collective workplace (maintenance of one unit by several workers);
stationary workplace (located on a fixed production area, equipped with stationary means of labor);
mobile workplace (moves to the location of the objects of labor);
spatial workplace (determined by the nature of the work - the employee does not have a fixed workplace, but only a delineated space and a permanent place of appearance);
free workplace (to perform their duties, the employee uses any point on the territory of the enterprise).

simple workspace- 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 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 workplace characteristic of chemical industry, petrochemical, metallurgical and a number of sub-sectors Food Industry, as well as for large Vehicle(aircraft, sea and river vessels, locomotives). In this case one unit is served 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.

Stationary workplaces 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 workstations 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 workplaces move simultaneously with the objects of labor - cars, trains and other 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 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.

Accounting and rationing of jobs

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 established (service provision). Overestimation of the number of jobs entails additional unreasonable expenses on 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 shift in the use of workplaces. The number of jobs for managers, specialists and employees is determined on the basis of the established staffing , and 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 jobs with new ones, which provide growth and improvement, improving the quality of work.

The conditions in which it proceeds 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 involves providing the necessary amenities and maintaining the health of the employee.

Based on the availability and composition of jobs, the entire structure of the enterprise is built, 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.

Workplace passport

The passport (standard project) of the workplace of workers and employees includes the following sections:

purpose and general characteristics;
workplace layout;
furniture, equipment and technical means;
functional responsibilities (basic elements of work);
methods and techniques of work;
working conditions;
salary;
service organization;
regulatory documentation;
loading of the workplace (rationing);
occupational Safety and Health;
safety equipment.

The initial data for the development of job passports are:

standard passports of workplaces;
models of employees' workplaces;
staffing of the enterprise;
position on wages;
wiring diagram technical means;
Operating Instructions;
standards of managerial work;
safety instructions;
working draft of the building (office);
specification for furniture and equipment;
regulations on subdivisions;
job descriptions;
employment contracts of employees;
area standards per 1 employee.

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 of sanitary - epidemiological regulation of the Russian Federation. Federal sanitary rules, norms and hygienic standards. 2.2.4. Physical factors production environment. Hygiene requirements to the microclimate industrial premises. Sanitary regulations and norms (SanPiN 2.2.4.548-96)).

The place and the means of production located on it, the instruments of labor for the performance of work, adapted to the implementation labor functions 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 features.

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 defined within a particular organization (place 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 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.

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

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 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 almost 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 and maintenance work. 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.).

In machine-manual work, 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 and 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 the 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

"Specialist" is many-sided and his professional activity associated 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 due to its high efficiency, it will be operated in several shifts, which will initiate the presence 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, no matter how different the technologies for the production of work and the levels of their mechanization, there are the following General requirements to 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 adverse factors in the workplace, he is 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 the owners of jobs about the movement of capital in the form of jobs and connection with 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.

The formation of territorial, sectoral, professional, qualification, educational and other structures of the labor force is carried out to a large extent under the influence of the movement of both labor resources and jobs (their creation, improvement, liquidation), which forms the production demand 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 minimum, and the state - tax revenues and deductions 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 assets and an increase in working capital), and through 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 workplace can be caused either by a change market conditions, or purposeful influence on the part of management and economic entities, for example, government orders.

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 in the total number of 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

In a market economy special meaning raises 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 that determines the economic activity of the enterprise is the 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 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 a huge income, or to 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 structure, because it also includes various types of self-employment: entrepreneurship, small business, self-employment of artisans, single handicraftsmen , farmers, small traders involved in the household, etc.

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

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. Peculiarity social structure jobs (according to Mosgorkomstat) on 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, there was no private sector, there were actually state and cooperative-collective farm sectors, where jobs differed little, since the cooperative-collective farm sector was highly state-owned, and wage labor was not recognized at all.

Prospects for expanding the job market

When developing an anti-crisis program to create a normal job market, progressive global and domestic experience legislative changes in the standards of time of work and production. 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. Thus, scientific research has revealed 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 is a 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 workers, because the reduction in labor time is compensated 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. Malaya wage and meager pensions exacerbate pressure on the labor market, as the employed worker is forced to salary look for secondary employment, and the 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. A huge collection of jobs, thanks to entrepreneurial activity and powered by the labor of employees, 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 purchase and sale of labor is legally formalized 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 condition, 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 cost-effectively (productively, i.e. profitably for the entrepreneur) use the workplace, 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 the production process of the company, 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.

Sources and links

Sources of texts, pictures and videos

glossary.ru - glossary.ru

en.wikipedia.org - a resource with articles on many topics, the free encyclopedia Wikipedia

photo.bankir.ru - photo bank

allbanks.ru - the largest catalog of banks

coolreferat.com - free exchange of educational materials

ebk.net.ua - digital library Knyazev

grandars.ru - general economic theory

slovari.yandex.ru - Yandex dictionaries

schema.rf - structural logic diagrams

moluch.ru - Science Magazine"Young Scientist"

dslib.net is a dissertation library.

elitarium.ru - center distance education"Elitarium" (St. Petersburg)

rg.ru - Russian newspaper

eisot.ru - unified all-Russian reference and information system on labor protection

myshared.ru-base ready presentations

imonger.ru - community of successful traders

www.grandars.ru - economist's encyclopedia

uchebnikionline.ru - library of educational literature

de.ifmo.ru - electronic textbook on management

istor-vestnik.org.- historical bulletin "Roads of millennia"

uralpolit.ru - expert information channel

www.krles.ru - site Krasnoyarsk forest management

kz24.netl - information portal of Kazakhstan

hr-academy - HR Academy website

google.ru - the largest search engine in the world

video.google.com - search for videos on the Internet using Google

translate.google.ru - translator from the Google search engine

yandex.ru - the largest search engine in Russia

wordstat.yandex.ru - a service from Yandex that allows you to analyze search queries

video.yandex.ru - search for videos on the Internet through Yandex

images.yandex.ru - search for images through the Yandex service

stock-list.ru - exchange navigator

lawmix.ru - ptosearch system "business and government"

fortrader.ru - online magazine

dalas.ru - infotainment portal

Links to application programs

windows.microsoft.com - the site of Microsoft Corporation, which created the Windows operating system

office.microsoft.com - website of the corporation that created Microsoft Office

hyperionics.com - site of the creators of the HyperSnap screen capture program

getpaint.net - free software for working with images

youtube.com - YouTube, the largest video hosting in the world

Workplace

Workplace- the place where the employee should 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 main link in the production process, where the material and technical elements of production are concentrated and labor activity person. From how organized work in the workplace, depends on the use of tools used, the quality of products, the cost, as well as the general culture of production. The organization of the workplace aims to create optimal conditions for high-performance work.

The workplace must correspond to the anthropometric data of the employee. Ergonomic assessment of the workplace is carried out in accordance with the current regulations. The organization of the workplace is associated with technology, regulation and organization of labor, planning and evaluation of work, psychophysiological, social, legal matters. One of the ways to improve the organization of the workplace is special assessment working conditions.

Permanent workplace is the place where the worker spends most of his working time(more than 50% or more than 2 hours continuously). If the work is carried out at different points working area, the entire work area is considered a permanent workplace (GOST 12.1.055).

Non-permanent workplace- the place where the worker is located for a smaller part of his working time (less than 50% or less than 2 hours continuously).

Depending on the characteristics of the production process and the nature of the work performed, there are types of jobs:

- a simple workplace (maintenance by one employee of one unit);

- multi-station workplace (service by one employee at the same time several units);

- collective workplace (maintenance of one unit by several workers);

- stationary workplace (located on a fixed production area, equipped with stationary means of labor);

- mobile workplace (moves to the location of the objects of labor);

- spatial workplace (determined by the nature of the work - the employee does not have a fixed workplace, but only a delineated space and a permanent place of appearance);

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

simple workspace- 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 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 typical for the chemical industry, petrochemical, metallurgical and Russian Railways, as well as for large vehicles (locomotives, aircraft, sea and river vessels). 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.

Thus, the workplace has unique advantages in terms of protecting health and creating favorable conditions for its preservation. This is where the workers spend most of their working time, making it easy to get in touch with them. The relative stability of the workforce – where the majority of workers stay in the same organization for long periods of time – sets the stage for continued participation (for their own benefit) in programs healthy lifestyle life. For the employer, this is an opportunity to prevent loss of labor productivity due to illness and disability of workers and related absenteeism.