• Kabanov Alexey Vladimirovich, master, student
• Omsk State University means of communication

• CONFLICT RESOLUTION
• SOCIAL AND LABOR RELATIONS
• SOCIALIZATION
• HUMANIZATION
• ORGANIZATIONAL CHANGES
• SOCIAL PARTNERSHIP

The issues related to the regulation of social labor relations, which are an important problem that must be taken into account and resolved in the course of the development of both an individual enterprise, and the economy of the state, and society as a whole, since the main interests and needs of people are realized in the social and labor sphere. It is argued that social and labor relations at the level of an enterprise, an employee-employer in the context of organizational changes are not being studied actively enough, as a result of which questions about the relationship between the role of the state in regulating social and labor relations, business and the employee himself are not fully resolved. The authors believe that under the conditions of organizational changes at the enterprise, in order to achieve the subsequent effectiveness of its activities, the interaction of individual components of the system of social and labor relations, reflecting the directions of socialization and further development of social and labor relations, should be taken into account.

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One of the prerequisites for the development of society is the organization of labor.

In the social and labor sphere, the basic interests and needs of people are realized. The social stability of society largely depends on how the interests of employers and employees are resolved, how fully the conditions for labor activity are provided, and how fairly the results of this activity are distributed. Therefore, the regulation of social and labor relations is an important problem that must be taken into account and resolved in the course of development of an individual enterprise, the state economy, and society as a whole.

In science, the analysis of social and labor relations is mainly based on identifying problems and solving them at the macro and meso levels. The level of enterprises and the content of the "employee-employer" relationship, including in the context of organizational changes, is studied much less frequently.

The substantiated concept of the development of social and labor relations in the context of organizational changes is given insufficient attention, including questions about the relationship between the role of the state in regulating social and labor relations, business and the employee himself.

Social and labor relations are the most important element not only in the activities of an individual enterprise, but also in the economy of the state as a whole. They represent a system of relationships between employees and employers, their representatives ( management structures, trade unions, etc.), which are built with the participation of the state (legislative, executive and local government bodies) . These relationships are associated with the hiring, use, reproduction of the labor force and are aimed at ensuring a decent level and quality of life for the individual, teams and society as a whole. In this regard, they combine various areas: socio-economic issues property relations; organizational, economic and legal institutions that regulate the conclusion of collective and individual contracts and agreements, the determination of the conditions and amounts of remuneration, the resolution of labor conflicts, the participation of workers in production management, etc. Therefore, the study of the process of development of social and labor relations, the study of the past experience in the application of forms of interaction between state structures and trade unions, associations of employers, entrepreneurs allows us to identify the most effective ways of their cooperation, especially in the context of organizational changes.

Organizational change is the adoption by an enterprise of new ideas or behaviors. Change for an enterprise is a constant process, since effective functioning and development require constant response to the need for changes, which are caused by the influence of both internal and external environment.

The development of an organization is mainly understood as the modernization of production, an increase in sales and profits, dominance in certain market sectors, optimization of personnel, etc. However, often overlooked is the fact that the basis for the development of the organization is the workforce. The effect of the organization's activities directly depends on how relations develop in the team, how well the staff is selected and trained, how effectively duties are distributed among employees, etc. Consequently, the activity of changing management in an organization entails a change in social and labor relations, therefore the concept of organization development in without fail should take into account the concept of development of the system of social and labor relations, which involves the identification of internal mechanisms to ensure social partnership based on respect for the positions and interests of employees, the employer and public interests. This requirement comes from the experience of the past in the development and formation of both individual organizations and the economy of the state as a whole. This experience shows that harmonious social and labor relations in an organization are a condition for its prosperity. The progressive development of an organization in which conflicts arise between the employer and employees, in which the rights of employees are not fully respected, is possible, but short-lived and, as a rule, entails significant costs.

With the development of the economy, management in the organization changes. First initial stage development in the management of the organization, technocratic approaches were used, providing for a rigid organization of labor and discipline, strict regulation of labor processes. As it develops, this approach is gradually being replaced by what is called in economics, the humanistic approach, in which the psychological characteristics of workers, their personal aspirations and interests are taken into account to a greater extent. At present, the development of the economy has reached a level where it becomes necessary to apply a more progressive approach in the management of an organization, referred to as an innovative-intellectual approach. With this approach, the employer most fully uses the intellectual, creative potential of a person. The basis for the development of an organization is its intellectual resources, the most important of which are employees.

The development of technologies, including in management, predetermines the ever-increasing freedom of action for employees in making decisions, building cycles of work, which in the labor market places ever higher demands on the quality of human resources regarding qualifications, the ability to be creative, the development of new ideas, readiness to learning. As a consequence, the nature of social and labor relations and ties is changing. The "command" form of labor organization becomes preferable. This form is effective under conditions of partnership and mutual understanding between employees, the formation of a favorable psychological climate in the team, contributing to creativity in the workplace.

The development of the economy, organizations predetermine the goals in labor management, which the employer decides with the participation of the state, public organizations:

• further humanization and democratization of management systems, institutions and contract forms;
• socialization: strengthening the social responsibility of the employer and employee, the development of social partnership;
• amending the relevant legal acts in order to tighten state control and the mechanism for protecting human rights at work at the initial stage, with its subsequent weakening as informal institutional mechanisms are formed;
• improvement of legislation in terms of the legal registration of urgent and non-standard social and labor relations.

In this regard, the organization's development strategy should provide for the development of social and labor relations to eliminate conflicts of interest, achieve social partnership, and resolve conflicts.

Humanization, socialization of social and labor relations, high flexibility in the use of labor force (flexibilization) contribute to the development of the organization. However, it is necessary to take into account a number of external factors- legal, economic, cultural, etc. The construction of social and labor relations in accordance with the current situation in the state economy is determined by:

• the specifics of production (size, type, legal form, field of activity);
• personnel and managerial potential of the team;
• financial possibilities;
• stage life cycle organization development.

Not in all organizations, partnership and flexibility in work and rest regimes, wages are predetermined by technology and organization of production. In organizations with serial, continuous, conveyor production, social and labor relations, due to the peculiarities of the organization of production, develop in the direction of their strict regulation, compliance with the norms of production discipline and sanitation. But no type of technology involves the infringement of the rights of the worker. The development of social and labor relations is aimed at achieving a real coherence of interests, in the distribution of costs and benefits for the participants in these relations. Therefore, the management of the development of an organization involves the choice of such means, forms, methods, using which social and labor relations develop, and do not remain at the same level or tend to move towards conflict and discontent of the participants.

Management of the development of social and labor relations, in particular, depends on:

• situations in the external environment (in the economy as a whole and in this market);
• management concept and development strategy of the enterprise (organization);
• labor organization systems, including workplaces;
• personnel policy;
• norms labor behavior.

The situation in the external environment limits the control:

• legal norms (actions permitted by law);
• the state of the external environment (inflation, unemployment, GDP growth rates, the level of per capita incomes of the population, etc.);
• the structure and conjuncture of the labor market;
• sociocultural environment;
• the main technical parameters of products and equipment.

Development concepts and strategies determine how fully the dependencies between the personnel and other types of enterprise (organization) policies are taken into account, and how fully the ways of effectively preventing and resolving possible conflicts are provided.

The organization of labor determines the nature of the relations of workers in the process of performing work and the technological subordination of workers. The system of jobs is formed by sequential execution in technological process works, taking into account their content, organization of services, specialization and cooperation, regulation and working conditions, establishment of working hours and other organizational elements.

Personnel policy covers planning, accounting, recruitment, meeting the organization's demand for labor, evaluation and remuneration, career advancement and staff development, labor motivation, social benefits, compensation payments participation of employees in the profits and capital of the organization).

Labor behavior is formed by attitudes, motives, group and individual norms of labor behavior, conflict, professional socialization and other elements.

When solving the problems of management development, including social and labor relations, budgetary constraints are taken into account, and their solution depends on the stage of the organization's life cycle.

In science, it is generally accepted that the stages of the life cycle of an organization are similar to the stages of living organisms, which are characterized by periods of youth, prosperity and old age. In terms of the development of social and labor relations in the organization, these periods are manifested in the ratio of factors of flexibility and manageability. This ratio changes, directly influencing the nature of the problems in the system of social and labor relations. Violation of this ratio gradually leads to a stop in the natural development of the organization, the resumption of which, as a rule, is possible with the help of external consultants or through internal restructuring. The concept of "controllability" in relation to the stages of the life cycle of an organization is commensurate with the concepts of "controllability", "bureaucracy". At the initial stage of the development of the organization, the emphasis is on strengthening control, centralization and formalization of the rules in the management of social and labor relations, and at the subsequent stages - on decentralization, democratization, high flexibility (flexibilization) of the relations of participants in the labor process. Management of the development of social and labor relations in an organization should be aimed at maintaining a balance of flexibility - manageability (controllability). Strengthening the first or second is determined by the stage of the life cycle of the organization, subject to the obligatory desire for development.

It follows from the above that the managerial impact on the part of the management in the system of social and labor relations should be directed at the early stages towards increasing controllability and curbing natural flexibility, at the later stages - at strengthening informality, impact through organizational culture and the weakening of bureaucracy.

The correct definition of the stage of the life cycle makes it possible to identify the problems of social and labor relations and the managerial impact on human resources organization, which is one of the ways to stop the aging of the organization.

Thus, the strategy for managing the development of social and labor relations is the optimization of the interactions of participants, the search for such forms of personnel management and employment contracting that will reduce conflict and smooth out the opposite in interests.

Management of the development of social and labor relations in an organization should be aimed at maintaining a balance of flexibility - manageability (controllability), the predominance of one of which is determined by the stage of the organization's life cycle when obligatory condition striving for development.

The ratio "flexibility - manageability" can be transformed, changing the nature of the problems of coordinating the interests of the employee and the employer. It underlies the development of the system of social and labor relations of the organization. A significant imbalance can lead to a halt in the natural development of the organization, restored through the professional intervention of external consultants or revolutionary changes within the organization.

The managerial impact on the part of the management in the system of social and labor relations should strive in the early stages to increase the degree of controllability and “restraint” of natural flexibility (reaction to negative labor market phenomena). In the later stages - to the strengthening of informality, influence through organizational culture and the weakening of bureaucratization.

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Introduction
Chapter 1 Theoretical aspects social and labor relations at the enterprise
1.2 Main types and features of social and labor relations
1.3 Methods for assessing social and labor relations at the enterprise
Chapter 2 Analysis of economic and economic activity and social and labor relations in Fansa LLC
2.1 general characteristics Fansa LLC
2.2 Analysis of the financial results of the organization
2.3 Analysis of the main technical and economic performance indicators Fansa LLC for 2007-2009
2.4 Analysis of the state and efficiency of the use of labor resources
2.5 Analysis of labor productivity in Fansa LLC and efficient use of working time
2.6 Analysis of social and labor relations at the enterprise
2.6.2 Analysis of social and labor relations of Fansa LLC.
2.6.3 Data processing and interpretation
2.7 Insights
Chapter 3 Project of measures to improve social and labor relations in Fansa LLC
3.1 Go to new system wages
3.2 Application of the penalty system
3.3 Staff development courses
3.4 Holding collective events within the company, team building
3.5 Summing up the project
Conclusion
Bibliography
Applications

Introduction

In our rapidly changing age, social and labor relations in a team are of particular importance and become an essential condition for the successful functioning of any organization. Given the specifics of the Russian market, which is characterized by rapid and frequent changes in both the external and internal conditions of the enterprise, it can be stated that the development of a system of relations in an organization determines not only the success of its development, but also its survival.

In the conditions of modern production, the importance of the psychological factor of the labor force, the intellectual activity of the worker, the growth of his production and general culture, and the ability to perceive and process scientific information are increasingly increasing. In turn, the growth of the cultural and technical level of the working people is one of the most important conditions for ensuring the progressive process of society. From an economic point of view, the cultural and technical level of an enterprise is a wealth that provides a prerequisite for the development and increase in production efficiency and scientific and technological progress.

The impact of social and labor relations on economic growth lies in the fact that workers with the necessary amount of knowledge, skills, and friends and comrades in the team provide higher productivity and quality of labor with the rational use of material resources.

aim thesis is the development of recommendations to improve the level of social and labor relations at Fansa LLC.

Based on the goal, the main tasks that are set during the writing of the work are:

1. Consideration of the theoretical aspects of social and labor relations at the enterprise.

2. Study of methods for assessing social and labor relations at the enterprise.

3. Identification of directions for improving social and labor relations at the enterprise

4. Using in practice the analysis of the financial results of the enterprise, the structure and dynamics of profits, the ability to generalize the data obtained.

5. Conducting an analysis of economic and economic activities and social and labor relations in Fansa LLC

6. Development of measures to improve social and labor relations at the enterprise

The object of the study is social and labor relations in Fansa LLC.

The subject of the study in the work are the employees of Fansa LLC.

The thesis is structured and meets the requirements. It consists of an introduction, three chapters, conclusion and bibliographic sources used in writing the thesis, as well as applications.

The first chapter of the thesis examines the theoretical aspects of social and labor relations in the enterprise. It reveals the basic concepts, essence, functions, as well as methods for analyzing social and labor relations.

The second chapter Analysis of economic and economic activity and social and labor relations in LLC "Fansa". It provides a description of the general characteristics of Fansa LLC, an analysis of the financial results of the organization, an analysis of the main technical and economic indicators of Fansa LLC for 2007-2009, an analysis of the state and efficiency of the use of labor resources in Fansa LLC, an analysis of social and labor relations at the enterprise and provides a final comprehensive report.

The third chapter examines proposals for raising the level of social and labor relations.

Chapter 1 Theoretical aspects of social and labor relations at the enterprise

The term "social and labor relations" entered the scientific circulation and became widely used relatively recently. Its inclusion in the system of concepts and categories of labor economics is connected, firstly, with the development of scientific and applied ideas about the role of people in the development of the economy. The stages in this development are characterized by the initial idea of ​​people as a special resource, "labor resources", and of a person as a subject of social development, which, for example, is reflected in the concept of "human factor". The next stage in the development of ideas about a person as a subject of economic activity, obviously, involves the use of "individual, personality" as the main concept. In this case, a person is considered as a multifaceted, multi-role subject of social and labor relations, the creation of the necessary conditions for the development of which is a task of the highest complexity.

Secondly, the active inclusion of the category "social and labor relations" in circulation is also due to the fact that the solution of the most important tasks of socio-economic reform in Russia: stabilization of the socio-economic and political situation in the country, the formation and development of production of a new technological level, a significant reduction in inflation and an increase in the living standards of the population - perhaps, first of all, on the basis of cooperation of all forces of society in pursuing a coordinated policy in the field of social and labor relations and the formation of an effective system for protecting the interests of all participants in social and labor relations.

Thirdly, the formation of a socially oriented market economy in our country, ensuring its normal functioning is possible if it is fully integrated into the world economy, which implies the formalization of social and labor relations in the country, the development of a mechanism for their effective regulation and the integration of the national system of social and labor relations into the system of social and labor relations recognized by the world community.

Here it is especially important to emphasize that scientific theories aimed at the formation of truly humane social and labor relations and the constructive practical activities of Western firms in this area are one of the most serious achievements of world civilization.

The initial scientific basis for practical activity in this area is the theory of human relations, which was developed in the doctrine of human needs (E. Mayo, A. Maslow, K. Davis, etc.), his motives for work, the theory of labor behavior (F. Taylor , F. Herzberg, and others), life cycle theory (F. Modigliani, R. Bramberg, and others), in the sociology of small groups, in communication theory, in the theory of employee participation systems in profits, etc.

Earlier, in the Soviet period, domestic textbooks on labor economics, political economy, dictionaries and reference books did not contain the term "social labor relations" literally. However, this does not mean that they did not exist and that they were not studied. Social and labor relations in pre-reform Russia, of course, existed, they somehow represented the relationship between various professional, qualification and functional groups of workers, acting as a factor, positive or negative, of labor efficiency, the effectiveness of social development. They were also reflected in the regulations.

At the same time, social and labor relations in somewhat different terms were given a significant place in science and training course"Economics and organization of labor", in the practical activities of enterprises.

Comparative analysis of the set of problems solved by the theory human relations and labor economics, reveals both significant commonality and significant differences in understanding the content of social and labor relations and their regulation. Commonality - in the subject and goals of the study, in the relative proximity of the scientific base, in the recognition of an interdisciplinary approach to solving problems. The differences are that in the theory of human relations, in comparison with the theory of labor economics, the degree of complexity of the analysis of social and labor relations is higher, and the methodological approaches to their regulation are thinner and more diverse. In addition, regulation methods are characterized by a high level of targeting.

1. Social and labor relations characterize the economic, psychological and legal aspects interrelations of individuals and social groups arising in the process of labor activity.

The analysis of social and labor relations, as a rule, is carried out in three directions: subjects; subjects; types.

Subjects of social and labor relations are individuals or social groups. For modern economy the most important subjects of the relations under consideration are: the employee, the union of employees (trade union), the employer, the union of employers, the state.

hired worker - is a person who has concluded an employment contract with a representative of the enterprise, public organization or states.

Employer - a person who hires one or more workers to do a job. The employer may be the owner of the means of production or his representative. In particular, the employer is the head of a state-owned enterprise, who, in turn, is an employee in relation to the state.

Trade union created to protect the economic interests of employees or freelancers in a particular field of activity. The most important areas of activity of trade unions are: ensuring employment, conditions and wages.

State as a subject of social and labor relations in a market economy, acts as a legislator, defender of the rights of citizens and organizations, as an employer and mediator (arbiter) in labor disputes.

Relationships between the subjects of social and labor relations arise on various levels : worker - worker; employee - employer; trade union - employer; the employer is the state; worker - the state, etc.

Subjects of social and labor relations determined by the goals that people strive to achieve at various stages of their activities.

It is customary to distinguish three main human life cycle stages:

From birth to graduation

period of work and / or family activity;

period after work.

At the first stage, social and labor relations are associated mainly with problems vocational training. At the second stage, the main ones are the relations of hiring and firing, conditions and remuneration. On the third - the central problem is the provision of pensions.

To the greatest extent, the subjects of social and labor relations are due to two blocks of problems: employment; organization and wages.

The first of these blocks determines the possibilities of providing people with the means of subsistence, as well as the realization of individual abilities. The second block is related to working conditions, the nature of relationships in production teams, reimbursement of labor costs, opportunities for human development in the process of labor activity.

Types of social and labor relations characterize the psychological, ethical and legal forms relationships in the course of work. By organizational forms the following types of social and labor relations are distinguished: paternalism, partnership, competition, solidarity, subsidiarity, discrimination and conflict.

Paternalismas an organizational form It is characterized by a significant degree of regulation of social and labor relations by the state or the management of the enterprise, and is carried out under the guise of "paternal care" of the state about the needs of the population or the administration of the enterprise about its employees. An example of state paternalism is former USSR. At the enterprise level, paternalism is characteristic of Japan and some other Asian countries.

partnership most characteristic of Germany, whose economy is based on a system of detailed legal documents, in accordance with which employees, entrepreneurs and the state are considered as partners in solving economic and social problems. At the same time, trade unions act from the positions of not only protecting the interests of hired personnel, but also the efficiency of production at enterprises and the national economy as a whole.

Competition between people or teams can help achieve synergies. In particular, experience shows the effectiveness of rationally organized competition between design teams.

Solidarity implies a common responsibility and mutual assistance based on the common interests of a group of people. Most often they talk about the solidarity of trade union members in defending the interests of hired personnel. Solidarity is also shown by members of employers' unions, as well as members of other unions.

Subsidiarity means a person's desire for personal responsibility for achieving their goals, as well as their own actions in a situation of solving social and labor problems. Subsidiarity can be seen as the opposite of paternalism. If a person, in order to achieve his goals, enters into a professional or other union, then subsidiarity can be realized in the form of solidarity. At the same time, a person acts in solidarity with full consciousness of his goals and his personal responsibility, not succumbing to the influence of the crowd.

Discrimination - this is based on arbitrariness, illegal restriction of the rights of subjects of social and labor relations. Discrimination violates the principles of equality of opportunity in labor markets. Discrimination can be based on gender, age, race, nationality, religion and other grounds. Manifestations of discrimination are possible when choosing a profession and entering a educational establishments, promotion, remuneration, provision of company services to employees, dismissal.

Equality of opportunity in social and labor relations is ensured, first of all, by the system of legislation. In Russia, these are the Constitution of the Russian Federation, the Labor Code of the Russian Federation and the Law on Employment of the Population of the Russian Federation. Russia has ratified the conventions of the International Labor Organization (ILO) on equality of opportunity in the sphere of labor and employment, but the current system of legislation really reflects equality of opportunity only in employment and remuneration.

Conflict is an extreme expression of contradictions in social and labor relations. The most obvious forms of labor conflicts are labor disputes, strikes, mass layoffs (lockouts).

2. Alienation - this is a form of attitude to work, characterized by moods of meaninglessness, helplessness, detachment. senselessness labor is felt by people who, performing some kind of production operation, part of the work, do not represent the purpose of the final product, the area of ​​\u200b\u200bits use, or believe that their activities do not benefit, and perhaps even harm society. The state of meaninglessness, aimlessness is possible in any kind of activity, but to a greater extent this state is characteristic of people in creative professions.

Helplessness can be felt by an employee of an enterprise who does not have protection against the arbitrariness of his manager or owner of the enterprise, and also does not have the opportunity to influence the decisions made. The feeling of helplessness can also be felt by any person in front of the team, leader, government officials, the criminal world.

Detachment due to the difficulties of business and friendly contacts, lack of prospects for professional and administrative growth, rejection of the values ​​of the team, enterprise or society.

The problem of alienation was considered by many sociologists, economists, philosophers, psychologists and writers (K. Marx, N. Berdyaev, P. Sorokin, G. Marcuse, F. Kafka, A. Camus, J. Sartre and others).

In Russia, at all stages of its history, the problem of alienation was most clearly manifested in the mood of helplessness of the majority of the population before the authorities. The forms of arbitrariness (administrative, political and economic) changed, but alienation was always greater than in developed countries.

By the mid-1990s, alienation intensified due to the sharp and unjustified differentiation of incomes and quality of life among workers and the middle stratum of employees, on the one hand, and the top management of enterprises, on the other. The majority of the population has a negative attitude towards people who have become owners of large fortunes in one or two years.

Alienation has a number adverse effects in psychophysiological, economic and political aspects.

Psychophysiological Consequences of Alienation due to the influence of negative emotions on human health, which leads to disorders, the psyche, and then the physiological functions of the body.

Economic consequences of expropriation associated with a weakening of motivation for productive and high-quality work. It is difficult to rely on the creativity of employees who are aloof. At modern technology and the organization of production, this will inevitably affect the economic performance of the enterprise.

Political Consequences of Alienation are manifested in the stability of social relations, violations of contacts between different groups of the population, and the strengthening of extremism.

In recent decades, various forms of participation of workers and employees of enterprises in the management of property and the distribution of profits have been used to improve social contacts in enterprises and motivate productivity growth. Such experience is available in the USA, Japan, Western Europe.

Currently, the following forms of participation of employees of the enterprise in the adoption management decisions:

§ informing staff about economic situation and about the plans of the administration, the possibility of expressing the opinions of employees on the decisions made, participation in the discussion of decisions with the right of an advisory vote;

§ the possibility of participating in decision-making with rights equal to those of the administration, the use of the right of veto in resolving certain issues related to the position of hired personnel;

§ the right to control the activities of the administration;

§ the right to collective management of the enterprise on the principle of "one person - one vote".

The experts distinguish the following the main conditions for overcoming the states of alienation at the enterprise:

1. Each employee must be convinced of the social utility of manufactured products and the environmental safety of production. The objectives of the firm should be clearly articulated and well known to both the public and staff. It should be noted that the public utility of products is a problem for many firms, including world famous ones. In particular, this applies to drinks produced Coca-Cola and Pepsi-Cola.

2. Each employee must be sure that his creative abilities can be used in the enterprise. This requires a general orientation towards a continuous process of innovation in products, technology, organization, labor, production management.

3. The nature of the relationship between employees, especially between managers and subordinates, must comply with the norms of professional ethics and ideas of justice that have developed in a given society.

In real conditions, for many enterprises, overcoming the states of alienation can present significant difficulties. At the same time, each step along this path means an improvement in the use of labor potential, which will also ensure a corresponding increase in economic and social efficiency.

3. Social partnership - this is the ideology, forms and methods of coordinating the partners of social groups to ensure their constructive interaction. The stability of the social system and the efficiency of the market economy depend primarily on the nature of the relationship between entrepreneurs and employees.

The main areas of social partnership in the field of labor relations are:

a) conclusion of collective contracts and agreements;

b) the participation of employees in the management of production, determined by laws or other state acts, agreements;

c) financial participation (participation in property and income), including the transfer of shares of the enterprise to employees on preferential terms, participation in profits;

d) the implementation of conciliation procedures in resolving collective labor conflicts, the formation of conciliation and arbitration bodies on a tripartite basis;

e) participation of representatives of employees, employers and the state in the management of social security and insurance funds.

The problems of social partnership are usually considered on the basis of the post-war experience of Western European countries, especially Germany. However, the basic ideas of reconciling the interests of capitalists and workers were formulated much earlier.

One of the first works devoted to the essence and conditions of social consent is the "Social Contract" by J. J. Rousseau. This treatise, published in 1762, deals with a society based on laws before which all are equal and which preserve the personal freedom of every citizen. According to Rousseau, perfect legislation cannot be created as a result of the struggle of parties, members of society can only speak on their own behalf, laws are adopted as a result of a plebiscite, the state should be small in territory (example - Switzerland). An important condition for the functioning of the social contract is a high level of civil maturity of the population. The role of legislation was emphasized by many of Rousseau's contemporaries.

The problems of coordinating the interests of social groups were central in the journalistic and practical activities of C. Fourier, A. Saint-Simon, R. Owen. Their ideas cover the most important spheres of society: production, exchange, distribution, education, training, life, etc. For example, C. Fourier proposed to divide net income between capital, talent and labor in the proportion: 4/12; 3/12; 5/12. Despite the fact that the listed authors have been the object of criticism from both the “right” and “left” for more than 150 years, their role in the development of the ideas of social partnership from the modern point of view seems to be one of the most significant.

D.S. Mill was one of the first to use the term "partnership" for social relations. He wrote about this: "Relations ... between employers and workers will be gradually replaced by partnership relations in one of two forms: in some cases there will be an association of workers with capitalists, in others ... an association of workers among themselves."

Since the main goal of social partnership is to ensure sustainable evolutionary development of society , it is important to determine the conditions under which such development can become possible. These conditions were considered back in the 1920s by P. Sorokin, who found that the stability of a social system depends on two main parameters: the standard of living of the majority of the population and the degree of income differentiation. The lower the standard of living and the greater the difference between the rich and the poor, the more popular are the calls for the overthrow of power and the redistribution of property with appropriate practical actions.

P. Sorokin illustrated his conclusions with examples from the history of the ancient world, the Middle Ages, the history of the church, recent history. At the same time, in all cases it turned out that the ideologists and leaders of the poor, after seizing power, quickly changed their egalitarian beliefs, became rich people and ardent defenders of the privileges of the new owners.

The German economists W. Repke, A. Müller-Armak and L. Erhard had a significant influence on the development of the idea of ​​social partnership. Scientists have created the concept of social market economy, which comes from a combination of competition, economic freedom of entrepreneurs and the active role of the state in the redistribution of income and the organization of the social sphere.

Social partnership means the voluntary consent of the employee and the employer to cooperate in achieving the goals that are set for the production process.

tripartite objects(employee - employer - state) social partnership in developed countries are as follows:

Politics wages and maintaining the income level of the population;

Ensuring labor protection and workplace safety;

Protection of workers and their families (general population) from the harmful effects of pollution environment. This also includes the system of compensation to workers (and the public) for damage caused by the consequences of pollution, in which entrepreneurs participate;

Implementation of scientific and technological progress and taking into account possible reactions to them on the part of the entrepreneur, employee and the state;

Unemployment. The presence of mass unemployment contributes to the class cohesion of workers, tightens their relationship with the employer, and intensifies the confrontation with the trade unions. For all participants in social partnership, unemployment is an additional material cost, so the problem of unemployment occupies one of the important places in the system of social partnership in countries with developed market economies.

The degree of state intervention in the economy of developed countries is different, at present all these countries have systems of social security, assistance to the unemployed, their retraining, etc. In essence, all developed countries have systems of social market economy. In Germany, state intervention in the redistribution of income is carried out more actively than in the United States. This is manifested, in particular, in higher tax rates on the profits of the enterprise.

The organization of social partnership in Germany is one of the most important aspects of the organization of the social market economy. Partnership relations are carried out both between employers and employees, and between generations (when organizing pensions).

It is advisable to evaluate the effect of modern systems of social partnership from the standpoint of the above conditions for the stability of the state, formulated by P. Sorokin.

The first of these conditions is the standard of living of the majority of the population. It is characterized by the fact that at present the vast majority of residents of developed countries are provided with food, housing, and basic necessities. In Germany, over 80% of families have a car, a color TV, a washing machine, a vacuum cleaner, telephone connection. All developed countries have programs and funds to help the unemployed, the low-income, the disabled and the elderly.

The second condition for sustainability is income differentiation. In most developed countries, the income difference between the 20% poorest and richest families does not exceed 10 times. The main part of the population is the middle class, which has a very high standard of living and is absolutely not inclined to a radical change in the social system, especially to the redistribution of property.

Thus, if we proceed from the conditions of P. Sorokin, then in developed countries there are no economic prerequisites for any significant violations of the stability of the social system.

Along with economic factors, the psychological prerequisites and cultural traditions of the stability of the state are also important. In recent decades, the population of developed countries is focused on the search for social compromises. The main part of the population prefers to solve social problems rationalistically, without extremes, on the basis of the rules defined by existing laws.

Thanks to the ideology of social partnership, trade unions and other representatives of employees began to realize their responsibility not only for the level of wages, but also for the efficiency of the economy.

In Russia, at present, the situation for the implementation of the ideas of social partnership is less favorable. The standard of living of half of the inhabitants of Russia by the end of the 90s of the twentieth century did not exceed the physiological minimum. At the same time, income differentiation, according to the Ministry of Labor, is 1.5-2 times higher than in developed countries. The vast majority of the population negatively assesses the current distribution of income and property.

Under these conditions, ideas of forcible redistribution of property are becoming increasingly popular. The growth of social contradictions becomes an obstacle to the growth of labor productivity and living standards.

An analysis of the Western European experience of social partnership allows us to draw some practical conclusions that are useful for Russia:

§ Social partnership developed in the West unevenly across industries, regions, countries, but it is characteristic that everywhere its development proceeded simultaneously at all levels (enterprises - industry - country).

§ The mechanism of social partnership performs two main functions: 1) it is designed to ensure social consensus throughout the country, 2) provides a process of seeking agreement between employees and employers in specific situations and areas of the economy.

§ The foundation of the ideology of social partnership is agreement on the need to ensure for each citizen a certain set of social rights, including a minimum standard of living, regardless of his age, gender, social status and occupation.

§ fundamental principle social partnership is to maintain and strengthen market competition, rejection of monopoly and attempts to solve social problems by establishing direct state or private control over the market and market prices.

4. One of the most important social human needs is the need for justice. The quality of life and performance significantly depend on the degree of its satisfaction. economic activity.

Although everyone has an idea of ​​justice, its definition is quite difficult. As a first approximation justice appropriate to consider as equality of opportunity. A different understanding of justice is manifested, first of all, in the spheres and directions of the implementation of equality of opportunity. Let's note some of them.

1. Distribution of social wealth and products of labor often comes down to equality in property and consumption. The distribution of income significantly depends on their structure. In general, personal income is formed from three main sources: labor, property and public funds.

The differentiation of incomes in the country essentially depends on the achieved level of economic and social development, including on labor productivity, welfare characteristics, the degree of democratization of society. As a result of many studies, it has been established that the level of income differentiation in developed countries is significantly less than in developing countries. In other words, the poorer the country, the greater the difference between the rich and the poor.

2. Protecting the dignity and property of citizens. The legislation of all civilized countries, the conventions of the International Labor Organization and other documents of international organizations emphasize the equality of all citizens before the law, the need to protect their honor, dignity, and property. The actual implementation of these requirements in modern society is not yet provided equally for all citizens.

3. Accessibility of education and medical care . Differences in income and property significantly affect the availability of education and health care. However, all citizens of civilized countries are provided with the opportunity to receive secondary education and basic medical services.

4. Development and use of natural abilities is one of the important characteristics of the justice of social relations. In civilized countries, these opportunities are now much higher than they were at the beginning of the 20th century and earlier. However, since the realization of abilities largely depends on social origin, education and upbringing, inequality still persists in this area. The reduction of this type of inequality is in the interests not only of those with great abilities, but of the whole society.

Human abilities are the most important of the economic resources. The results of the activities of people with great inventive, entrepreneurial, scientific, artistic abilities, as a rule, are above the average level, and the level of income is correspondingly higher. Outstanding abilities in the arts, sports, and some other activities affect the level of income more than education and social background. Therefore, in developed countries, natural abilities have become one of the most significant causes of inequality. With a reasonable tax policy, this kind of inequality is in the interests of the entire population of the country.

5. Behavior in the labor market goods and resources is seen as equality of opportunity in the labor markets, goods and resources. In practice, this is what is meant by fair competition, the problems and prerequisites of which are considered in works on general economic theory.

6. Participation in the management of the enterprise, the activities of regional and government agencies authorities are important aspect justice in a democratic society. Participation is usually viewed from the standpoint of the representation of various social groups in the bodies that distribute resources, income and other benefits. The expression of the interests of all sectors of society is, of course, necessary. At the same time, in order to achieve the greatest economic and social efficiency, in the final analysis, it is not the arithmetic of representation that is important, but abilities, moral and business qualities specific individuals. For the practice of managing social processes, both at enterprises and in society, the relationship between the problems of equity and efficiency is most significant. As experience shows, on the one hand, the growth of efficiency provides conditions for greater justice in social relations, on the other hand, the satisfaction of the need for justice plays an important role in motivating the growth of efficiency.

The process of formation of social and labor relations requires public regulation, which will reduce the costs associated with major social transformations. The result of the socio-economic transformations carried out was the growth of conflicting trends in various spheres and branches of labor activity. This is an excessive differentiation of the population in terms of income level, wage level by industry, individual enterprises; growth in the number of unemployed.

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Introduction

The relevance of the study is as follows: each organization must have a clear understanding of the regulation of social and labor relations. After all, it depends on how the recruitment will be done correctly, and also whether it will be able to rationally select and plan personnel strategy, and the necessary number of staff, so that in the future it would be able to carry out a personnel policy, preventing the reduction or dismissal of personnel. Awareness of the need to study the composition and structure of the organization's personnel will allow the manager to fully use the available potential labor resources, which in turn should affect the efficiency of the enterprise as a whole.

The purpose of the work analysis of the regulation of social and labor relations of the municipal budgetary institution "Center for Social Assistance to Families and Children" (MBPSiD) for 2013-2014.

To achieve this goal, it is necessary to solve the following tasks:

The object of the study is the municipal budgetary institution "Center for Social Assistance to Families and Children" (MBPSiD) of the municipality of the city of Nazarovo, Krasnoyarsk Territory.

Subject of study regulation of social and labor relations in the municipal budgetary institution "Center for Social Assistance to Families and Children".

It should be noted once again that the problem of effective regulation of social and labor relations of an enterprise is currently very acute. Its application at Russian enterprises needs a more detailed study.

1 The essence of social and labor relations

1.1 The concept of social and labor relations

The process of formation of social and labor relations requires public regulation, which will reduce the costs associated with major social transformations. The result of the socio-economic transformations carried out was the growth of conflicting trends in various spheres and branches of labor activity. This is an excessive differentiation of the population in terms of income, wages by industry, individual enterprises; growth in the number of unemployed. According to a number of social indicators, Russia has crossed some critical boundaries: a decrease in animal protein consumption, the scale of suicide, a decrease in maternal and child health, the deterioration of the quality of human potential 1 . The manifestation of these trends is extremely uneven across the country and leads to the formation of hotbeds of social tension. Therefore, it is important to determine the subjects and subject of social and labor relations and to determine the methods of their regulation.

The management of social and labor relations, or their regulation, is the most important component of the functioning of any economic system. Regulation takes place on various levels: state, regional and at the level of the enterprise, organization. Since in Russia, during the period of economic reform, the centralized government controlled, then the importance of managing social and labor relations at other levels has sharply increased. However, neither at the regional level nor at the level of enterprises were they ready for such serious changes, for the redistribution of functions between the subjects of social and labor relations.

Social and labor relations these are the relationships and relationships that exist between the individual and their groups in the processes determined by labor activity. In accordance with the Labor Code of the Russian Federation, labor relations are relations based on the commission between the employee and the employer in terms of personal performance by the employee for a fee labor functions(work in a certain specialty, position, qualifications, subordination of employees to the rules of internal work schedule when the employer provides the working conditions provided for labor law and employment contract).

Thus, the concept of social and labor relations is much broader than the concept of labor relations and reflects not only legal, but also socio-economic and psychological aspects of the labor process.

Elements of the system of social and labor relations 2 :

1. Subject: employees, employer and state. An employee is individual who has concluded an employment agreement (contract) with the employer for the performance of certain work in accordance with his qualifications and his abilities. Trade unions are primarily concerned with protecting the interests of employees. Employer natural or entity(enterprise, organization) employing one or more persons. In this case, the employer can be both the owner and his representative up to the general director. The state in the system of social and labor relations performs a legislative function, and also acts as a coordinator and organizer of these relations, as well as a mediator and arbitrator in labor disputes. On the other hand, the state is also an employer.

2. Levels of social and labor relations are divided into individual and collective, state, organization level and workplace level.

3. Subjects of social and labor relations various aspects of the working life of a person and organization. These include the organization and efficiency of work, hiring and firing, assessment of conditions and remuneration (here are issues of pensions), personnel policy enterprises. The objects of social and labor relations are each determined by the goals that people strive to achieve at various stages of their activities.

The objects of social and labor relations are determined by the goals that people strive to achieve at various stages of their activities. It is customary to distinguish three main stages of the human life cycle 3 :

1. From birth to graduation.

2. The period of work and family activities.

3. Post-work period.

At the first stage, social and labor relations are associated mainly with the problems of vocational training. On the second , the main ones are the relations of hiring and firing, conditions and remuneration. On the third the central problem is the provision of pensions. Relationships between the subjects of social and labor relations arise under various conditions: employee-employee, employee-employer, trade union-employer, employee-state, employer-state.

To the greatest extent, the subjects of social and labor relations are due to two blocks of problems: employment, organization and wages.

The first of these blocks determines the possibilities of providing people with the means of subsistence, as well as the realization of individual abilities. The second block is related to working conditions, the nature of relationships in production teams, reimbursement of labor costs, opportunities for human development in the process of labor activity.

Thus, the effectiveness of the personnel management system depends on taking into account the differences in the characteristics and interests of employees. In particular, it is necessary to take into account the peculiarities of the work of women, people of retirement age, the disabled and young people. Religious feelings and national customs must be respected. When developing a regime of work and rest, motivation and payment systems, one should take into account the peculiarities of creative work, the marital status of employees, conditions for improving the skills of employees 4 .

Among the most important social relationships are the relationships between leaders and subordinates. In Russia, the economy for decades functioned on the basis of administrative methods, or rather, simply on the fear of subordinates in front of their superiors. Such relationships were especially frank between leaders at various levels.

The experience of developed countries shows that partnership relations are more effective than relations based on administrative coercion. Significant disparity can be anything, but at work, all employees should feel like partners.

1.2 Methods of regulation of social and labor relations

Among the methods of regulation of social and labor relations, one can distinguish legislative, administrative and program-normative.

The use of the legislative method means that the regulation of social and labor relations occurs with the help of normative acts (laws, decrees, resolutions) that determine the boundaries of the activities of subjects of social and labor relations.

Labor legislation has been and remains the main instrument for regulating social and labor relations. In recent years, intensive work has been carried out in Russia to change labor legislation in order to adapt it to the changed socio-economic conditions. Other areas of social and labor relations are regulated by pension legislation, employment law, regulations on the protection of social and labor rights certain categories of citizens (disabled people, youth, mothers with children, etc.). The regulation of collective labor conflicts takes place on the basis of laws on the procedure for resolving collective labor disputes, on strikes, on labor arbitration, on a tripartite commission for the regulation of social and labor relations 5 .

The existing services for the settlement of labor disputes do not have sufficient authority and authority and cannot yet provide effective mediation in situations of mass protest of workers.

The administrative method of regulating social and labor relations is based on the authority of the subject of management at one level or another: federal, sectoral, regional or at the enterprise level. This method remains valid especially on the part of the government and at the regional level. In particular, price liberalization in Russia was carried out as an administrative measure, and not taking into account the state of the economy. The same can be said about privatization. The accelerated liquidation of public property was more like an expropriation than an economic process. 6 .

Crisis situations that arise in the regions are also most often resolved by administrative measures with the participation of the government and local authorities (for example, in Kuzbass, Kamchatka) 7 .

Often, the adoption of administrative measures is contrary to the current legislation, but ensures the solution of problems in favor of this region (for example, measures by local administrations to prevent the rise in prices for essential goods or their export from the territory of the region).

Program-normative regulation of social and labor relations is also based on regulations. Regulation is carried out within the framework of certain programs. Programs may relate to working conditions, social policy, employment, demographic policy and be implemented at different levels.

Of great importance in the development and implementation of programs are social indicators or standards quantitative indicators of the state and dynamics social processes in society. Such indicators are the subsistence minimum, the consumer basket, the unemployment rate, minimum size wages, pensions, etc. Within the framework of the program-normative method, it is important to work out the mechanism for the interaction of subjects of social and labor relations to establish social indicators. The position and labor activity of both employees and employers will largely depend on the size of these indicators.

In Russia, a number of socio-economic indicators are already being calculated, but not all of them meet the interests of the subjects of social and labor relations. In addition, they are not always observed (for example, the indicators included in the General Tariff Agreement).

A consistent and purposeful system of social partnership in Russia began to take shape in 1992. 8 The basic principles and mechanism for the implementation of social partnership are defined by the laws of the Russian Federation “On collective agreements and agreements” (with additions and changes) and “On the procedure for resolving collective labor disputes”.

Social partnership as a principle of interaction between participants in social and labor relations arises when the circle of participants in social relations in the sphere of labor is sufficiently wide. Social partnership is the principle of interaction of participants in public relations on the basis of cooperation, ensuring the coordination of their interests and the achievement of agreements between them. Social partnership is Team work governments, entrepreneurs and trade unions to harmonize interests and solve problems that arise in social and labor activities. 9

Thus, depending on the level of social partnership, an object is formed, and subjects are determined within the framework of social partnership. Thus, at the federal level, all-Russian associations of trade unions, all-Russian associations of employers and the Government of the Russian Federation act as subjects of partnership. The result of their activities is the General Agreement or Industry Agreement. The General Agreement establishes general principles for conducting socio-economic policy and defines the basic minimum guarantees from the state and employers' associations for the entire population of Russia. Agreements of the next levels may be supplemented by provisions on other socio-economic issues. The main thing is that agreements of other levels should not worsen the situation of workers in comparison with the legislation and the General Agreement. Collective agreements should not worsen the position of employees in comparison with legislation, agreements; employment agreements (contracts) compared to legislation, agreements and collective agreements. Thus, through the system of social partnership, the protection of general and specific interests of workers at all levels is ensured.

2 Regulation of labor relations on the example of the Center for Social Assistance to Families and Children

2.1 Characteristics and staffing of the "Center for Social Assistance to Families and Children"

The Center for Social Assistance to Families and Children was reorganized from the Center for the Rehabilitation of Children and Adolescents with Disabilities in May 2014. The center was created to provide social services in order to ensure the implementation of state powers transferred to local governments. The founder is the municipal formation the city of Nazarovo, Krasnoyarsk Territory. The coordination of activities, as well as the execution of the powers of the main manager of budgetary funds in relation to the Center, is the department of social protection of the population of the administration of the city of Nazarovo. The Center is a legal entity, has an independent balance sheet, separate property, personal accounts in the Territorial Department of the Treasury of the Krasnoyarsk Territory for the city of Nazarovo and the Nazarovsky District, current and other accounts with banks, letterheads, stamps, a round seal with its full name and the name of the Founder in Russian language, others necessary details. In order to achieve the goals of its activities, an institution has the right to acquire and exercise property and non-property rights, bear obligations, be a plaintiff and a defendant in arbitration, arbitration courts, courts general jurisdiction in accordance with applicable law Russian Federation. The institution is guided in its activities by the Constitution of the Russian Federation, the Civil Code of the Russian Federation, federal laws "On non-profit organizations”, “On social services for the elderly and disabled”, “On the basics social services population in the Russian Federation”, other federal laws, decrees and orders of the President of the Russian Federation, resolutions of the Government of the Russian Federation, the Law of the Krasnoyarsk Territory “On Social Services for the Population”, other laws of the Territory, regulatory legal acts of the Government of the Krasnoyarsk Territory, municipal legal acts, this Charter.

To determine the number of employees for certain period the average number is used. It is used to calculate labor productivity, average wages, turnover ratios, staff turnover and a number of other indicators. The average number of employees of MBU TsSPSiD for 2013 (base period): 35 people.

The average number of employees of MBU TsSPSiD for 2014: 37 people.

Comparing the indicators of the average number of employees of the MBU TsSPSID for 2013-2014, we can say that average headcount in 2014 increased by 5.7% compared to 2013.

Sex and age structure is the ratio of staff groups by gender (men, women) Table. 2.1 and age table. 2. The age structure is characterized by the proportion of persons of the corresponding ages in the total number of personnel. When studying the age composition, the following groups are used: 18-20, 21-24, 25-30, 31-45, 46-55, 56-65 and older.

The ratio of workers by age is listed in Table. one.

Table 1 - Analysis of the structure of employees of MBU TsSPSID by gender

floor	2013		2014
		Pers.		Pers.
Men		14,3		13,5
women		85,7		86,5
Total

From Table 1 shows that the main part of the workers by gender are women, men are mainly workers driver, plumber, electrician. For clarity, the data in Table 1 will be presented graphically (Fig. 1)

Figure 1 - Structures of employees of MBU TsSPSID by gender

During the reorganization, the composition of employees by gender changed only in percentage terms, due to an increase in the total number of employees. This ratio is directly related to the scope of the Center social politics. Women make up a significant part of many professional groups of the population, especially those employed in the social and domestic sphere, according to statistics, the ratio of women and men is 5:1. Approximately 60% of women work in social sphere, 40% in industry and agriculture.

An overview of the age structure of employees in an organization is always of considerable interest, since employees of all age groups should be present among the personnel of the enterprise, as the young bring new views to the team, and the elderly bring the necessary work experience.

Table 2. - Analysis of the structure of employees of MBU TsSPSID by age

Age	year 2013			year 2014
		Pers.			Pers.
18-20 years old
21-24 years old
25-30 years old					10,8
31-45 years old		42,9			40,6
46-55 years old		25,7			24,3
56-65 years old					18,9
Over 65 years old
Total

For clarity, the data in Table 2 will be represented graphically (Fig. 2)

Figure 2 - Structures of employees of MBU TsSPSID by age

Based on data analysis, we can say that the majority of workers are aged 31-55, with a predominance of workers aged 31-45. In 2014, the number of employees aged 25-30 increased by 5.1%, while the number of employees in other age categories decreased:

• 31-45 years old by 2.3%;
• 46-55 years old by 1.4%;
• 56-65 years old by 1.1%;
• Over 65 years old by 0.3%.

The percentages decreased due to an increase in the total number of employees, although the number of employees in these categories did not change, which indicates that the company found a good combination of youthful energy and maturity experience. On the other hand, there has been a tendency to rejuvenate the composition of workers, which has both positive ( new level education), and negative (lack of experience) sides. There has also been a trend towards a decrease in the proportion of workers of pre-retirement and retirement age.

The length of service in this organization characterizes the retention of personnel. Statistics distinguishes the following periods for calculating this indicator: up to 1 year, 1-4, 5-9, 10-14, 15-16. Consider the staff of the Center by length of service in Table 3.

Table 3 Staff structure of MBU TsSPSID by length of service

Experience	year 2013			year 2014
		Pers.			Pers.
Up to 1 year					10,8
1-4 years		22,9			16,3
5-9 years old		22,9			18,9
10-14 years old		45,7			35,1
15-16 years old					18,9
Total

The data of table 3 will be presented graphically, for clarity (Fig. 3)

Figure 3 - The structure of the staff of MBU TsSPSID by length of service

Analyzing the data in the table, it can be seen that the main part of the Center's employees, despite the reorganization, retained their jobs, since the main work experience of employees is more than 1 year, this also indicates the experience and stability of the Center's staff.

Table 4 Analysis of the structure of employees of MBU TsSPSID by category

	2013		2014
		Pers.		Pers.
Leaders		11,4		13,5
Medics		28,6		24,3
teachers
Other specialists		14,3		21,6
workers				32,4
Total

For clarity, we will show For clarity, we will show the data in Table 4 graphically (Fig. 4)

Figure 4 - Structures of employees of MBU TsSPSID by categories

Analyzing the data in the table, we can say that in 2013 the main category of workers were doctors and workers. This is due to the fact that in 2013, before the reorganization, the Center served mainly children with disabilities with disabilities, and provided mostly medical services for the rehabilitation of children with disabilities. After the reorganization of the Center for the Rehabilitation of Children and Adolescents with Disabilities into the Center for Social Assistance to Families and Children, the activities of the Center acquired a more social orientation and expanded the scope of services provided. The table shows that in connection with this, the number of other specialists increased in 2014, this increase was due to the opening of a new department for the prevention of neglect of minors, and an increase in the category of social work specialists.

The structure of personnel by level of education characterizes the level of professionalism, which in turn characterizes the quality of services provided.

In total, 21 people worked at the Center in 2013 in the categories of managers, teachers, physicians and other specialists, let's consider these categories by education for 2013 in Table. 5.

Table 5 - Structure by level of education of MBU TsSPSID in 2013

Education	Leaders		teachers		Medics		Other spec.
		Pers.		Pers.		Pers.		Pers.
Higher
Secondary vocational
Illegal higher education								14,5

In 2014, there were 25 people in the Center for the category of managers, teachers, doctors and other specialists, let's consider these categories by education for 2014 in Table 6.

Table 6 - Structure by level of education of MBU TsSPSID in 2014

Education	Leaders		teachers		Medics		Other spec.
		Pers.		Pers.		Pers.		Pers.
Higher
Secondary vocational
Illegal higher education

We will compare and compare the data of tables 5 and 6 graphically (Fig. 5).

Figure 5 - Structure by level of education of MBU TsSPSiD in 2013-2014

From the data of tables 5 and 6, as well as the graph (Fig. 5), it can be seen that all managers and teachers have higher education. Medical workers also have a higher education, although the bulk of medical workers have a specialized secondary education 28%. This is due to the fact that the services provided in the Center are provided mainly nurses massage and physio. Among specialists, we see that their number not only increased in 2014, but also the majority of specialists have higher or incomplete higher education (higher 16%, incomplete higher 12%). An analysis of the Center's staff by level of education indicates highly qualified personnel, this indicates high quality services provided at the Centre.

2.2 Problems of regulation of social and labor relations of the Center for social assistance to families and children "

People come to the enterprise with certain expectations regarding their work and the enterprise as a whole. If these expectations are met, then employees experience greater satisfaction, significant interest, commitment to the enterprise and longer work in the organization. If there is a significant discrepancy between the employee's value system and the conditions created in the organization for their implementation, then the probability of leaving the accepted employee increases.

The personnel of the organization and its changes have certain quantitative, qualitative and structural characteristics, which can be measured with a lesser or greater degree of reliability and reflected through its movement, both outside the enterprise and various kinds of movement inside.

The external movement of personnel includes:

Receipt turnover;

Dismissal turnover;

Staff turnover rate.

The internal movement of personnel characterizes:

Interprofessional mobility;

Qualifying movement and transition of workers to other categories.

Turnover rates are widely used to characterize the overall size of the movement of personnel. At the same time, the total and private (for hiring and dismissal) turnover ratios are calculated.

Number accepted employees in 2013 0 people, in 2014 4 people; number of dismissed employees in 2013 0 people, in 2014 2 people. Substituting the data into formulas (4), (5) and (6), we obtain the following values, which we will enter in Table 7.

Table 7 - Turnover ratios of hired and laid-off employees of MU TsSPSiD for 2013-2014

Overall ratio turnover, %		The turnover rate of hired employees, %		Turnover rate of dismissed employees, %
2013	2014	2013	2014	2013	2014
	16.2		10,8

Staff turnover is characterized by the number of workers who left for own will or dismissed for absenteeism and other violations labor discipline. The ratio of this number to the average number allows you to determine its relative level.

Since all employees in 2013-2014. in MBU TsSPSiD resigned of their own free will, then the staff turnover rate in 2013 = 0%, in 2014 = 5.4%. This testifies to the stability of the staff of the Center.

Let's calculate the coefficient of constancy for the Center in 2013 = 100%, in 2014 = 89.2%. This indicates a fairly stable personnel policy of the Center, the absence of staff turnover.

Based on the entire analysis of frames, the following conclusions can be drawn.

The staff of the Center is stable and professional, the work experience in 2013 is more than a year. However, this may indicate stagnation in the organization. Since there is no influx of new ideas and young personnel. This is also indicated by the reorganization of the Center for the Rehabilitation of Children and Adolescents with Disabilities in 2014 into the Center for Social Assistance to Families and Children, the number of services provided has increased, and new employees have been hired.

In the context of the rapid development of new technologies, it is becoming increasingly important to provide the organization with qualified personnel. Timely acquisition of the necessary personnel for all departments of the organization becomes impossible without the development and implementation of personnel policy. The point is that in modern production the greatest value is not the walls and machines of the enterprise, but the creativity of the personnel and management methods.

Thus, we will summarize the analysis of the staffing at the MU TsSPSiD. As a result of the analysis staffing municipal institution"Center for Social Assistance to Families and Children" of the municipality of the city of Nazarovo, Krasnoyarsk Territory, we can conclude that the staff of the organization is stable and the main part of the team has a long term of work in this organization. Also, most of the staff by gender are women. According to the educational level, the Center employs 10 people with higher education, 8 people with secondary special and 3 people with incomplete higher education. The age structure is represented by middle and old age. Which reflects a negative trend. By category, most jobs are held by medical workers 24% and 31% are workers. Also, the employees of the Center have been working, for the most part, for more than 10 years at the Center. Staff turnover is low, the turnover ratio shows the stability of the staff of the Center.

Conclusion

Each organization has its own personnel policy, which is formed through the regulation of social and labor relations. Personnel planning is at the heart of personnel planning. Any organization is created to fulfill some goals and needs to be managed, and the achievement of the goals depends on how effectively it is managed.

As a result of the analysis of the personnel of the Center, we can form the following conclusion. As a result of the analysis of the staffing of the municipal institution "Center for Social Assistance to Families and Children" of the municipality of the city of Nazarovo, Krasnoyarsk Territory, it can be concluded that the staffing of the organization is stable and the main part of the team has a long term of work in this organization. Also, most of the staff by gender are women. In terms of educational level, the Center employs 10 people with higher education, 8 people with specialized secondary education and 3 people with incomplete higher education. The age structure is represented by middle and old age. Which reflects a negative trend. By category, the majority of jobs are held by healthcare workers 24% and 31% by workers. Also, the employees of the Center have been working, for the most part, for more than 10 years at the Center. Staff turnover is low, the turnover ratio shows the stability of the staff of the Center.

As a result of the work carried out, the following problems were identified:

The organization does not have a developed system for hiring new employees;

Not all personnel have a special education;

The head of an organization of retirement age, which hinders the promotion of new methods of work;

The organization provides few paid services, which negatively affects the financial condition;

The discrepancy between the number of bids staffing with the actual number, which leads to the combination of job duties by employees and a decrease in the quality of services provided.

Bibliography

Normative legal acts

1. Constitution of the Russian Federation.
2. Labor Code Russian Federation.
3. National standards of the Russian Federation "Social services for the population".
4. About general principles local self-government organizations in the Russian Federation: the federal law dated October 6, 2003 No. 131-FZ.
5. Federal Law No. 195 of December 10, 1995 “On the Fundamentals of Social Services for the Population in the Russian Federation”.

Educational literature

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3. Magura M. I. Modern personnel technologies // Upr. staff. - 2008. - No. 6.- P. 65-68.
4. Kaminsky D. On the impact of information and communication technologies on business and management system // Management today. - 2008. - No. 6. - S. 34-39.
5. Khigir B.Yu. Non-traditional methods of selection and evaluation of personnel. - Edition 2, supplemented and revised - M .: Personnel management, 2013. - 215.
6. Organizational personnel management: Textbook / Ed. AND I. Kibanova. M.: INFRA M, 2013.
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8. Fundamentals of personnel management / Ed. Genkina B.M. M.: graduate School, 2014.
9. The mechanism of formation of labor relations at the enterprise. A.A. Borisova textbook, 2013.
10. Babushkin N.I. Fundamentals of management. - M.: Vlados, 2013.
11. Vikhansky O.S., Naumov A.I. Management. - M.: Progress, 2013.
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16. Guidelines on social audit.2012.
17. The mechanism of formation of labor relations at the enterprise. A.A.Borisova study guide, 2013.
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1 Personnel management: features of the trend of international development. I.B. Durakova 2009.

2 Personnel management: features of the trend of international development. I.B.Durakova 2009.

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Subjects of social and labor relations

The subjects of social and labor relations include: an employee, an employer, the state.

hired worker- this is an individual who has concluded an employment agreement (contract) with the employer for the performance of certain work in accordance with his qualifications and his abilities. In the first place, trade unions are engaged in protecting the interests of employees.

Employer is a natural or legal person (organization) employing one or more persons for work. In this case, the employer can be both the owner of the means of production and his representative (for example, the head of the organization, who is not its owner).

State performs a legislative function in the system of social and labor relations, and also acts as a coordinator and organizer of these relations, as well as a mediator and arbitrator in labor disputes. On the other hand, the state is also an employer.

The levels of social and labor relations are divided into:

§ individual and collective;

§ state level, level of organization, workplace, etc.

The subjects of social and labor relations are various aspects of the working life of a person and organization.

These include:

§ organization and efficiency of labor;

§ hiring-dismissal;

§ assessment, conditions and remuneration of labor, issues of pension provision;

§ personnel policy of the organization, etc.

Analysis of social and labor relations

Social and labor relations characterize the economic, psychological and legal aspects of the relationship of individuals and social groups in the processes caused by labor activity. The analysis of social and labor relations is usually carried out in three areas: subjects; items, types.

Subjects social and labor relations are individuals or social groups. For the modern economy, the most important subjects of the relations under consideration are: employees, trade union, employer, union of employers, state.

hired worker- this is a person who has concluded an employment contract with a representative of an enterprise, public organization or state.

Employer A person who hires one or more workers to do a job. The employer may be the owner of the means of production or his representative. In particular, the employer is the head of a state-owned enterprise, who, in turn, is an employee in relation to the state.

Trade union created to protect the economic interests of employees or freelancers in a particular field of activity. The most important activities of the trade union are: ensuring employment and wages.

State as a subject of social and labor relations in a market economy, it plays the following main roles: legislator, defender of the rights of citizens and organizations, employer, mediator and arbitrator in labor disputes.

The relationship between the subjects of social and labor relations arise under various conditions: employee-employee; employee-employer; trade union-employer; employer-state; worker-state, etc.

Subjects of social and labor relations determined by the goals that people strive to achieve at various stages of their activities. It is customary to distinguish three main stages of the human life cycle:

§ from birth to graduation;

§ period of work and/or family activity;

§ post-employment period.

At the first stage, social and labor relations are associated mainly with vocational training problems. On the second - the main ones are hiring and firing relationships, conditions and remuneration. On the third - the central one is pension problem.