group student
COURSE WORK
ON THE ECONOMY OF THE ENTERPRISE
“Improving the efficiency of using
Labor resources at the enterprise»
Supervisor
Coursework Coursework
admitted to the defense defended with a rating of ""___""
__________________________ _________________________________
manager's signature manager's signature
''____''_________________2006 ''____''_________________2006
ESSAY
Explanatory note 52 pages, 2 figures, 5 tables, 7 sources, 30 formulas.
Personnel, Labor resources, profession, specialty, qualifications, industrial and production personnel, payroll, wages, wage structure, forms and systems of wages, payroll, labor incentives, personnel policy, personnel management, labor productivity.
The purpose of this course work is to study and improve the use of labor resources in the enterprise.
The object of the study is to increase the efficiency of the use of labor resources in industry.
As a result of the analysis, an event was proposed for the commissioning of new equipment.
As a result of the implementation of the measure, coal mining will increase, the working conditions of workers will improve, the average monthly wage of the enterprise's employees will increase, which in turn will increase the interest of workers in work, and increase their labor productivity.
use of labor resources 30
The labor force, as interpreted in the course of economics, is the totality of the physical and mental abilities of a person, his ability to work. In the conditions of market relations, the “ability to work” makes labor power a commodity. But this is no ordinary product. Its difference from other goods is that, firstly, it creates value more than it costs itself, secondly, without its involvement it is impossible to carry out any production, thirdly, the degree (efficiency) of using the main and working capital assets.
The concept of efficiency is a complex of factors and criteria for the rational organization of labor: conscientious work of employees; productive labor, which provides a high level of productivity not only depending on a combination of factors, but also on the desire of workers; efficient use of working time; favorable working conditions for employees; establishing the correct relationship between the results of labor and its payment; stimulation of high-quality work at the minimum cost of resources and financial responsibility for low-quality work.
Therefore, it is possible to achieve high production and economic results of the economy by achieving high efficiency in the use of the enterprise's labor resources.
One of the important factors affecting the efficiency of the use of labor resources at the enterprise are working conditions and remuneration, which should be simple, accessible and understandable. It is the working conditions and wages, and often only it, that is the reason that brings the worker to his workplace. Wages have a motivational effect: money makes a person work, and their amount stimulates labor activity and increases labor productivity.
The purpose of this course work is to study and improve the use of labor resources in the enterprise, analysis of the current system and forms of remuneration. Taking into account the results of the research, develop measures to improve the efficiency of the use of the enterprise's labor resources.
To achieve this goal, the following tasks must be completed.
First, it is necessary to determine the essence of labor resources and industrial and production personnel.
Secondly, consider modern wage systems, determine the basic principles of organizing wages and study the system of organizing wages at the enterprise, analyze labor productivity, payroll and wages at the enterprise.
Thirdly, to develop specific measures that could increase the labor resources of the enterprise, the satisfaction of employees with their wages.
The object of the study is to improve the efficiency of the use of labor resources in the enterprise.
The subject of the study is the increase in the use of labor resources in the branch of OAO Southern Kuzbass - Sibirginskaya Mine.
The production of each country and each industry depends on a number of factors. These factors are personnel, labor and wages.
Labor is a purposeful human activity. The company uses the labor of people of various professions
Cadres are the most valuable and important part of the productive forces of society. In general, the efficiency of production depends on the qualifications of workers, their placement and use, which affects the volume and growth rate of manufactured products, the use of material and technical means /1/.
That is, the use of labor resources of the enterprise is directly related to the change in the indicator of labor productivity. The growth of this indicator is the most important condition for the development of the country's productive forces and the main source of growth in national income.
Labor resources are part of the population of both sexes, which, due to their psychophysiological and intellectual qualities, is able to produce material goods and services and be in social and labor relations with a certain enterprise /5, p. 101/.
Sufficient provision of enterprises with the necessary labor resources, their rational use, and a high level of labor productivity are of great importance for increasing production volumes and improving production efficiency.
In particular, the volume and timeliness of all work, the efficiency of using equipment, machines, mechanisms, and as a result, the volume of production, its cost, profit and a number of other economic indicators depend on the availability of labor resources and the efficiency of their use.
Age limits and the socio-demographic composition of labor resources are determined by a system of legislative acts.
The workforce includes:
1) population of working age, with the exception of war and labor invalids of groups I and II and non-working persons receiving pensions on preferential terms;
2) working persons of retirement age;
3) working teenagers under the age of 16.
Under Russian law, adolescents under 16 years of age are hired upon reaching the age of 15 in exceptional cases. It is also allowed, in order to prepare young people for work, to employ students in general education schools, vocational and secondary specialized educational institutions upon reaching the age of 14 with the consent of one of the parents or a person replacing him, provided that they are provided with light work. Not harmful to health and not interfering with the learning process.
The labor resources of the enterprise are distributed according to professions, specialties and qualifications.
A profession is a special type of labor activity that requires certain theoretical knowledge and practical skills.
A specialty is a type of professional activity that has specific features and requires additional knowledge and skills from employees (economists: planners, marketers, financiers, and so on).
Qualification is the degree to which an employee has mastered a particular profession or specialty.
All employees working at the enterprise are divided into two groups: industrial and production personnel (employed in production activities) and personnel of non-industrial divisions (employees employed in housing, communal and subsidiary farms, health centers, dispensaries, educational institutions) / 5, p. 101/.
those who are directly involved in the processes of ensuring the quality of the activities of a financial institution. These can be standards services, conformity assessment bodies, regulatory and legislative bodies, audit and consulting organizations, etc.
1. Gugelev A.V., Semchenko A.A. Benchmarking the competitiveness of domestic universities in the context of modern integration processes. Saratov, 2015.
2. Gugelev A.B.. Semchenko A.A. Reorganization and modeling of processes in the modern economy II Bulletin of the Caratov State Socio-Economic University. 2016. No. 3 (62). pp. 15-19.
3. Gugelev A.V., Khatsenko A.N. Modeling the centralization of managerial processes for regulating the quality of products in order to optimize // Bulletin of the Saratov State Socio-Economic University. 2015. No. 5(59). pp. 84-86.
4. Isaev P.A. Building a bank's quality management system. URL: http://www.cfin.ru/management/iso9000/qm/bank.shtrnl.
[email protected] Ruslan Maratovich Timerbulatov,
post-graduate student of the Department of Personnel Management and Psychology, Saratov Socio-Economic Institute (branch) G. V. Plekhanova
WAYS TO INCREASE THE EFFICIENCY OF THE USE OF LABOR RESOURCES IN AGRICULTURE
The article is devoted to the efficient use of labor resources in agriculture. Work has been carried out to collect and analyze statistical data on employment in agriculture and labor productivity at enterprises. It was concluded that there is a tendency for the outflow of the population from rural areas and a significant shortage of young personnel. The reasons for the inefficient use of labor resources and low labor productivity are identified: seasonality of production, moral and physical aging of machinery and equipment, difficult natural and climatic conditions, lack of necessary conditions for the population and poor infrastructure development. Ways out of the current crisis situation are proposed by motivating staff, improving working conditions and management systems, automation and mechanization of production, comprehensive state support for agricultural enterprises and young professionals.
Key words: agricultural enterprises, labor efficiency, labor productivity, labor resources, production seasonality.
I!.M. T/TagHiShow
WAYS TO INCREASE LABOR RESOURCE EFFICIENCY
The article studies effective use of labor resources in agriculture. The author presents and analyzes statistical data on employment in agriculture and labor productivity in businesses. The research concludes that there is a tendency of outflow of people from rural areas and there is a significant shortage of young people to fill employment needs. The reasons for the inefficient use of labor resources and low labor productivity are identified: seasonality of production, obsolescence of machinery and equipment, difficult natural and climatic conditions, lack of public amenities and poor infrastructure development. The article suggests ways of overcoming the current crisis situation through staff motivation, improvement of working conditions and management system, automation and mechanization of production, comprehensive state support of agricultural enterprises and young specialists.
Keywords: agricultural enterprises, labor efficiency, labor productivity, labor resources, seasonal production.
In the modern world, in a market economy, providing agricultural enterprises with labor resources is the main condition for their stable functioning. The labor resources of the enterprise are employees of various professional qualification groups employed at the enterprise and included in its payroll.
enterprises. Thanks to labor resources, the material and material parts of production are set in motion, value is created, a product and a surplus product in the form of profit. The main difference between labor resources and other resources of the organization is that each employee of the enterprise has the opportunity to refuse the conditions provided to him, ask for changes in these working conditions, learn other areas of activity, or even quit the enterprise of his own free will.
It should be noted that the formation and use of labor resources in different sectors of the economy occurs in different ways. In agricultural enterprises, with the development of productive forces and scientific and technological progress, the number of workers who were directly involved in the production of products has significantly decreased.
At the beginning of the XX century. 83% of the country's population lived in rural areas. To date, the proportion of people living in rural areas has significantly decreased - up to 26% of the total population of the country, i.e. 37.9 million people. In this case, two main factors played a role: firstly, the course towards the accelerated development of the country's industrial sector, which was announced as a state policy in the late 1920s, as a result of which there was an outflow of the able-bodied population to more highly paid and promising industries, and secondly, an increase in labor productivity as a result of the introduction of scientific and technological progress into agriculture.
It is necessary to consider the statistics of employment of the Russian population in agriculture. For example, in 2005, 10.1% of all employees worked in the agricultural sector, although in 2000 the share of employees was twice as high. Already in 2010, employment in agriculture amounted to 7.7%, and in 2015 it decreased to 6.7%. According to the table, it is easy to conclude that agriculture is unattractive as a sphere of application of forces and there is an outflow of the population from there.
Employment in agriculture
Year Employment, %
In the context of the transition to market relations in agriculture, there was a reduction in the able-bodied population and an increase in the population that is older than the working age. At the same time, the number of the population that is younger than working age is significantly reduced. In 2016, compared with 1989, the rural population under working age decreased by 26.2% and amounted to 7.6 million people, the working-age population increased by 3.5% and amounted to 20.8 million people, the number population over working age increased by 9.6% over the same period.
By distributing the population by age groups, it can be seen that in 2016, compared with 1989, the population under the age of 15 decreased by 26.5%, from 15 to 24 years old - by 15.2%, from 25 to 34 years old - by 10 .5%, from 35 to 44 years old increased by 23.9%, from 45 to 54 years old - by 15.3% and from 55 to 65 years old - by 17.1%. Analyzing these statistics, we can conclude that there is a significant shortage of labor resources in agriculture now and in the near future the situation will only worsen, especially with labor resources under the age of 35 years.
The provision of agricultural enterprises with the necessary labor resources, their rational use and high labor productivity affect the increase in agricultural production, production efficiency, the timeliness of agricultural work, and the efficiency of the use of special equipment. As a result, the volume of production, its cost, profit and some other economic indicators change.
Labor is the main source of material and spiritual benefits of mankind. It is a human activity aimed at changing, adapting natural objects to meet their own needs. Labor in agriculture has a number of features specific to this industry.
In agriculture, man deals with plants and animals. Therefore, biological laws should be taken into account during production. Labor efficiency directly depends on the skillful use of various breeds of livestock and plant varieties.
Natural and climatic conditions and land quality have a significant impact on the efficiency of labor in agriculture. This explains the difference in the results of production with the same labor costs. For example, wheat yields are always higher in the southern region of the country than in the northern region.
Labor in agriculture is physical, hard, and therefore unattractive. The main part of the work in the preparation of seed and planting material, plant care, harvesting, distribution of feed to animals, manure cleaning, animal care, and product processing is done manually. The main part of these works is carried out in the open air, i.e. the working personnel of agricultural enterprises is constantly under the influence of natural and climatic conditions: rain, snow, low and high temperatures, dust, dirt, etc.
A feature of the use of labor resources in agriculture is the seasonality of labor, which is uneven labor costs throughout the year. This is the main reason for the inefficient use of labor resources in agricultural enterprises.
The seasonality of labor has a huge number of negative economic and social consequences. It affects the volume of gross output, labor expenditure and wages during the year. This is the main reason for employee dissatisfaction.
agricultural enterprises the results of the work performed and leads to a high turnover of staff in the industry.
Due to the seasonality of production in agriculture, there is a significant demand for labor at the time of planting, sowing various crops and harvesting. And in winter, on the contrary, there is an excess of labor force in crop production. For example, during the most stressful time of cultivation and harvesting of crops, the working day exceeds 12 hours, and in winter, for plant breeders, it decreases to 5-6 hours. The longest working year is for livestock breeders: basically it is about 310 days a year, while plant breeders work 220240 days. At the same time, output per employee varies greatly depending on the zones and economic regions of the country. For example, in the Northwestern and Central economic regions, one employee works 260-275 days, and in the North Caucasian economic region - 235 days.
The efficiency of the use of labor resources is determined by the indicator of labor productivity of the worker: the output of gross output per one average annual employee per man-hour.
In order to improve the performance of the labor force in the enterprise, it is necessary to reduce the range of seasonality, the seasonality factor, the number of underutilized man-days and more evenly distribute labor costs, i.e. come to a lower seasonal variation.
It is impossible to completely eliminate the seasonality of labor in agriculture. However, the long-term experience of many successful enterprises shows that it can be minimized. Given this, the following options for mitigating seasonality can be distinguished:
The most complete mechanization of labor-intensive production processes and the use of modern high-performance equipment in difficult periods;
Use in the economy of crops and varieties with different periods of work;
Development of additional activities that will allow the personnel of an agricultural enterprise to be occupied in the winter;
Arrange conditions for processing and storage of products in the places of its production.
Due to the decrease in the seasonality of labor in agriculture, it is possible to produce more products with a minimum amount of labor, in other words, the efficiency of production as a whole increases.
To reduce seasonality and improve the efficiency of the use of labor resources, we recommend creating an additional type of activity at crop production enterprises - growing greens and vegetables in greenhouses. This will require relatively high capital investment and labor costs per unit area.
Depending on the size of the agricultural enterprise and the number of employees, a winter greenhouse should be installed with an area close to
1000-5000 sq. m. Depending on the type of structure, types of crops and the area of fixed crops, the staff includes from 6 to 20 people. In addition, for the efficient operation of the greenhouse, a manager and an agronomist are needed.
Demand for products grown indoors is especially high in winter and spring. Thanks to this, agricultural enterprises have the opportunity to receive additional profit from the sale of greenhouse products and reduce the impact of seasonality as a result of providing permanent staff with additional work.
Personnel who are hired without specifying a specific period of work should be considered permanent. Seasonal workers should include employees employed for a specific period of time, usually for a period not exceeding 6 months. Temporary workers are usually accepted for a period of no more than 2 months.
In agriculture, all technological processes are performed by labor resources. From the completeness and efficiency of their use depends on the subsequent result of the enterprise. In order to increase the efficiency of the use of labor resources, in agriculture, it is necessary first of all to change the current system of wages. It should be more tied to the end result of the employee's work. The strongest incentive to improve production efficiency and labor productivity is the personal interest of the worker in the results of production.
Increasing labor productivity in agriculture currently plays a significant role in solving many economic and social problems. The main significance of the growth of labor productivity lies in the fact that it increases the production of gross output and satisfies the population's need for food.
An increase in labor productivity in agriculture leads to a reduction in the cost of living labor for the production of products, as a result, working time is saved. With an increase in labor productivity, the number of workers in agriculture decreases, and the released workers find employment in other areas of activity. An increase in labor productivity in agricultural enterprises will create opportunities for reducing the working day and the total number of working hours per year. Free time is provided to meet the personal and social needs of the employee.
You can increase the efficiency of production and labor productivity in agriculture through the following improvements:
Intensification, automation and mechanization of production, use of newer equipment and production technologies, improvement of the organization of production and its logistics, etc.;
Rationalization of working time, reducing its costs and downtime;
Improving the management system, increasing the degree of specialization of production;
Changes in the volume of output of certain types of products;
Material and moral incentives for employees;
Improvement of social conditions of workers;
Improving the qualifications of employees;
Introduction of rationing and labor organization.
It may be worthwhile for the heads of organizations to organize long-term targeted lending to promising employees on the terms of their work until the end of the loan payment period. This measure would attract and retain highly qualified specialists in agriculture. After all, thanks to this, the living conditions of workers are significantly improved: funds can be used to buy an apartment, treat, and educate children.
The degree and direction of the influence of factors on labor productivity in agriculture are not the same. Some reduce labor costs, others increase labor productivity, and still others affect both at the same time. For example, an increase in the level of mechanization in crop production reduces manual labor, replacing it with machine labor, as a result, labor costs are reduced. Also, an increase in the level of mechanization leads to more efficient tillage, harvesting and a reduction in the timing of work. As a result, the yield per unit area increases and labor productivity increases.
The main condition for the full and equal use of labor resources in agriculture will be the deepening of specialization and concentration of agricultural production, the introduction of modern technologies for the cultivation and harvesting of agricultural crops, the development of inter-farm cooperation and agro-industrial integration. The latter factor also has a significant socio-economic significance, because it contributes to the growth of material well-being, attracting young workers to the village, the nature and working conditions are completely changing.
1. Gasiev P.E. Scientific and technical progress and increase in labor productivity in agriculture / P.E. Vacv ev, I. Basaev // APK: economics, management. 2008. No. 12. S. 40-41.
2. Kovalenko N.Ya. Economics of agriculture: a course of lectures. M.: Ekmos, 1998.
3. Minakov I.A. Economics of agriculture / I.A. Mi-nakov, L.A. Sabetova, N.I. Kulikov. M.: KolosS, 2005.
4. Popov H.A. Economics of agricultural production: textbook. M.: Ekmos, 1999.
5. Uskova T.V. Labor productivity is the main contributor to economic growth // The Economist. 2009. No. 10. S. 10-17.
6. Federal State Statistics Service. URL: http://www.gks.ru/
7. Sheremet A.D. Methods of financial analysis / A.D. Sheremet, P.S. Saifullin. M., 2009,
8. Efficiency of using labor resources in agriculture / L.N. Potapova, Yu.V. Klyuchagina, Sz Ransk: Mordovsk. state un-t im. N.P. Ogareva, 2010.
The main goal of the state policy in the social and labor sphere is to increase the efficiency of the use of labor resources and the formation of human resources, taking into account the real needs of production.
The main priorities of the employment policy should be the creation of favorable conditions for increasing its efficiency, overcoming the shortage of jobs by expanding investment activity from all sources, reducing tension and maintaining stability in the field of social and labor relations. The main efforts will be directed to the implementation of active measures to ensure employment of the population and to keep the level of registered unemployment within 1.5 - 2 percent of the economically active population.
Based on the priorities set, the following main areas for improving labor relations and employment of the population have been identified:
1) creation of new jobs, taking into account the implementation of activities of the annual employment program;
2) increasing the efficiency of employment and the formation of its post-industrial structure;
3) achieving a balance between the demand and supply of jobs in the labor market according to professional qualifications and regions;
4) conducting a balanced migration policy aimed at positive territorial movement of the population, protection of the internal labor market;
5) stimulating the development of self-employment of the population, expanding the business and entrepreneurial initiative of citizens;
6) assistance to the professional orientation of young people in choosing a profession and obtaining vocational education before the start of their labor activity;
7) improving the quality of the working environment, including working conditions and safety, raising the level of wages and efficient use of working time;
8) strengthening the social protection of the population from unemployment, mitigating and minimizing its negative socio-economic consequences.
The strategic goal of state policy in the labor market is to ensure freely chosen, productive employment and create conditions for a more rational use of the labor potential of society in accordance with the professional capabilities of each person. An increase in labor efficiency should be accompanied by a reduction in excess employment in production and the redistribution of the labor force in alternative areas of activity.
Employment policy in 2011-2020 should be aimed at achieving the most complete balance of demand and supply of labor, improving the quality and competitiveness of the country's labor potential. During this period, higher rates of reduction in employment are predicted, which will be due to further optimization of the number of personnel based on the needs of the restructuring of production, as well as a decrease in the influx of personnel due to a decrease in the working-age population. According to the forecast, the number of employed in the economy by 2020 will be reduced to 65,000 thousand people. The policy of priority development of social sectors and the reorientation of the economy towards knowledge-intensive industries will contribute to a gradual transition to a post-industrial employment model. The share of workers in the service sector is expected to increase to 64%.
It is supposed to create effective mechanisms for personnel policy in the direction of increasing the educational and professional level of employees, the formation of effective incentives for highly productive work. Priority attention will be paid to ensuring the rationalization of the employment structure in terms of professional composition, improving the quality of the labor force in accordance with the requirements for professional qualifications imposed on the national and international labor markets. The strategy for increasing the competitiveness of the labor force provides for solving the problems of external labor migration, including such tasks as facilitating the employment of Russian citizens abroad, controlling the use of foreign labor, preventing illegal labor migration, and protecting the national labor market.
Progressive international experience in the development of labor resources in relation to Russian practice.
The development of a model for the scientific, technical and social revival of the country is of particular importance in the current conditions. Creation, use and further development of highly sophisticated technologies, distribution of computer and information technology, etc. presupposes the availability of labor resources of a new competitive type, the prerequisites for the creation of which, as noted, our country has sufficient to begin with. Extremely useful for Russia is the experience gained in the West in the 1960s, that is, since the beginning of the scientific and technological revolution, in the purposeful formation of a creative workforce. There, this process was immediately elevated to the rank of state policy, which is expedient to carry out as the technological growth of the economy in our country. One of the key aspects of market transformations is the policy of intellectualization of social labor. For the Russian economy, it is especially important that the modern labor market is formed under the influence of a wide demand for an innovative type of labor force and, at the same time, a response mass entry into the labor market of personnel well prepared for work in conditions of intensive scientific and technological changes, capable of active transformative activity. The experience of Russia and the developed capitalist countries testify to a certain historical and logical sequence of actions necessary to turn labor into a powerful intellectual force for scientific, technical and socio-economic transformations and establish creativity as a priority type of labor activity.
In the field of improving labor resources, mass education of the individual, aimed at developing his creative thinking and initiative, is of particular importance for our country. A typical situation arises when each person at all stages of education (from kindergarten to university) receives knowledge, based on the level of his intellect, in a self-selected range of disciplines. The training time is also individual.
Experience shows that the most important areas of intellectualization of social labor are:
the gradual liberation of the national economy from unskilled labor;
leveling the general education of labor resources and raising it on average to the level of a junior college (technical school);
approval in the system of education and training of personnel of the principle of individual development of the personality;
consolidation in the national economy of the concept of the paramount value of human creative potential, and in social relations the principle of consensus;
widespread in the economy methods and forms of organization and stimulation of labor characteristic of creative activity.
In our practice, it should be taken into account that the policy of intellectualizing social labor and increasing the level of its competitiveness must be divided into two stages.
At the first stage, immediately preceding the radical scientific and technological transformations, the labor market is gradually freed from unskilled low-paid labor, unable to rise from the "professional bottom". For our economy, having at least 20 to 25%. jobs of the lowest qualifications, the technique of exemption from unskilled labor is of particular importance. (It should be recalled that in the US, unskilled non-agricultural workers accounted for 2.5% of non-agricultural workers in 1997. In many industries, their share has fallen to 1-2%). The policy of reducing the unskilled labor force significantly increases its overall qualification and competitiveness. It is necessary to highlight the following factors of such a policy:
reduction in the process of mechanization and automation of production, including robotization, routine work and jobs hazardous to health;
early withdrawal to a double pension of unskilled workers who have become redundant - nationwide in terms of age and place of work, taking into account length of service;
the transfer of some laborers to more skilled operations;
raising the general minimum production requirements to a level close to the average qualification;
wide involvement on a part-time basis in the performance of physically easy, mainly mechanized work in agriculture, construction, trade, and domestic services of the "second echelon" of labor resources - students, housewives, pensioners.
The content of the activities of many people engaged in routine work is changing. This process is happening with us. The unskilled workers, who usually complete the seven-year period before going to work, are now for the most part more thorough than they were in the past. In essence, they are moving into the category of a low-skilled labor force close to medium-skilled. In addition to performing the functions of operators of simple handling and other machines that facilitate the execution of routine operations, they carry out minor repairs to equipment. Many of them, primarily in construction, become assistants to highly skilled workers, performing a wide range of fairly responsible auxiliary tasks. Such labor, while retaining a physical basis, becomes largely mental in content. It should be noted that a powerful basis for the rapid scientific, technological and, to a certain extent, general cultural development of the population and, in many ways, a factor in its well-being is the provision of residents, primarily labor resources, with modern, and especially the latest technical means for individual use. These include mobile phones, fax machines, personal computers and, finally, the Internet. The armament of such means significantly increases the overall efficiency and productivity in all areas of labor activity. The evolution of the sphere of social labor in the era of scientific and technological revolution has, with all national characteristics, a universal international character. And its methodological foundations - a set of measures and the sequence of their implementation - especially at the first stage, acquire great practical significance for Russia. American sociologists at one time proudly wrote that the significant mechanization of labor in agriculture changed the very nature of the worker's activity: the competitiveness of the industry and its labor force increased. What is happening now is even more significant on the scale of the entire economy. In many respects, the subordination of a person to routine machine work, which previously dominated him for life, is becoming a thing of the past. Fordism, largely based on the performance of partial, template operations, has been replaced by Taylorism, which involves initiative and innovation in the workplace. The competitiveness of the labor force has grown tenfold or more times. Russia should not lag behind other countries. There is an objective need, and with it a real possibility of mass participation in the development of social production, the improvement of the economic culture of society. It is even more important to systematically study the experience of the effective use of a qualitatively new, highly professional and scientifically trained labor force - the labor resources of the future, which are currently poorly used in the extensive economy of Russia and other CIS countries and most often occupy the lower levels of wages. The purposeful formation of the creative potential of labor resources in the leading capitalist countries with adequate payment for education, qualifications, and the creative contribution of the worker intensified in the 60s. In Japan, the United States and other industrialized countries in the 60s and 70s, laws are passed that direct public and private business activities to develop the intellectual potential of the national workforce, encourage firms and corporations to "invest in people", through favorable tax measures, soft loans and other methods, including open public promotion through the press and television.
In Japan, in 1962, the government's concept of "human formation" was developed, which formed the basis of the country's economic and social development program. In 1972, the presidents of the largest companies, heads of government agencies and leading scientists jointly prepared and adopted the program "Human Development in the New Industrial Society", which caused a huge public outcry. It outlined the principles of the all-round and universal encouragement of creativity in the process of school and university education, the development of students' abilities necessary for the "information society". This rich foreign experience should fall into the Russian "treasury" of strategic development. Particular attention in our country should be paid to the fact that the state-led labor development policy in developed countries is carried out with a very significant financial, organizational and other participation of entrepreneurs and many other social institutions of society. We need to firmly grasp that only the labor force that meets the following requirements is competitive in a modern market society: participation in the development of production in almost every workplace; ensuring high quality of products that are rapidly changing in their characteristics and technologically more complex; ensuring the cost reduction of products by improving production methods and reducing costs.
The main directions of the effective use of labor resources in the enterprise.
To improve the use of labor resources, it is necessary to review their structure and develop measures to improve the use of working time. Particular attention should be paid to:
Streamlining the practice of granting short-term administrative leave without pay, as these leaves are often given without serious intentions;
To study each case of violations of labor discipline in order to strengthen it, using for this not only administrative measures, but also forms of both moral and material influence on its violators;
Careful study (according to disability certificates) of the nature of morbidity in certain groups of workers and the development of preventive measures on this basis (for example, to improve labor protection and safety, organization of dietary nutrition, etc.), ensuring a decrease in morbidity.
Particular attention should be paid to the organization of production and labor, since adherence to the principles of rational organization of the production process is the basis for the normal conduct of financial and economic activities with the most favorable economic indicators.
The main measures for the rational organization of production and labor are: the division of labor and the placement of workers in production; organization of workplaces and their maintenance; introduction of rational labor processes; creating a favorable working environment; organization of wages and material incentives; organization of industrial training; occupational health and safety.
At the enterprise, it is also necessary to carry out measures to improve the production culture (observance of order and cleanliness in the shops, organization of medical care, flower beds, lawns on the territory, etc.). These measures not only facilitate human work, but also significantly affect economic performance. For example, the skillful organization of the color environment and lighting can increase productivity by 15 - 25%. Conversely, the dull, gray color of many factory premises absorbs the lion's share of light (up to 80 - 85%). Color design will cost much less than the losses from industrial injuries and the decrease in efficiency caused by the end of the working day. Establishing the right science-based ventilation system contributes to an increase in labor productivity by about 15 - 10%. Labor productivity increases from 5 to 10% if production noise is reduced to the norm.
Thus, the main directions for increasing the efficiency of the use of labor resources are: increasing labor productivity; reduction of loss of working time; rational organization of labor and production; material interest of employees; personnel training at the enterprise; social development of the labor collective. Since forecasting the increase in labor productivity, as a rule, is carried out through savings in the number of PPPs, then in order to unite the methodology of accounting and analysis, it is necessary to assess changes in labor productivity through savings in number due to changes in each factor and its impact on labor productivity.
When analyzing the factors that influenced the growth of labor productivity, the relative release or additional involvement of workers is determined, as well as the growth or decrease in labor productivity for each of the factors.
Introduction
An important indicator characterizing the work of an enterprise is labor resources; the financial results of enterprises' activities depend on their level. Therefore, the relevance of the topic of the work lies in the fact that at the present stage of development, the role of labor organization is objectively increasing, which is explained by a higher level of socialization of labor and production, qualitative changes in the labor force and means of production during the scientific and technological revolution. Scientific and technological progress causes the need for more progressive ways of combining material and personal factors of production, corresponding to an intensive type of development.
An indicator characterizing the efficiency of the use of labor resources is labor productivity. The rate of development of production, the increase in wages and incomes, and the size of the reduction in the cost of production depend on the level of labor productivity.
The analysis of labor resources and the search for ways to improve their efficiency is of great importance for any enterprise, which determines the relevance of the chosen topic.
The purpose of the course work is to identify ways to improve the efficiency of the use of labor resources of the organization.
To achieve this goal, it is necessary to solve a number of tasks:
to reveal the concept of labor resources, to consider their types;
to give an economic justification for indicators of the efficiency of the use of labor resources of the organization;
Conduct an analysis of the effectiveness of the use of labor resources;
identify possible ways to improve the efficiency of the use of labor resources.
The object of the study is Almier LLC.
The subject of the study is labor resources and indicators of the effectiveness of their use.
The structure of the course work is determined by the tasks and includes an introduction, three chapters, a conclusion, a list of sources used.
As the main methods in the study of this topic, general scientific methods of cognition, the method of comparative analysis, groupings, and quantitative analysis were used.
In the process of writing the work, educational, scientific, methodological literature, regulatory legal acts of the Republic of Belarus, data from the accounting and statistical reporting of Almier LLC for 2011-2012 were used.
1. Theoretical aspects of the efficiency of the use of labor resources
1.1 The concept of labor resources, their classification
labor economic management
The labor force is part of the labor force of a country or region and includes the population currently employed in that industry.
The difference between labor resources and other types of enterprise resources lies in their active role. For example, each employee can refuse the working conditions offered to him, demand their change and modification of work that is unacceptable from his point of view, retraining in other professions and specialties, and finally, quit the enterprise of his own free will. Labor resources organized into a trade union act as a subject of negotiations with the administration on working conditions and its payment when concluding collective agreements at the enterprise.
To characterize employed workers, the category "labor potential" is used. This concept is broader than the number of labor resources or the number of employees. It includes the qualitative characteristics of labor resources: their educational level, specialization, professional experience, etc. These characteristics, with an equal number of labor resources, determine the availability of labor potential, i.e. the ability of labor resources to perform the functions assigned to them.
Thus, the labor potential is characterized by the following parameters: the number of employees with the appropriate level of training; their discipline; the level of scientific organization of labor; labor productivity, etc.
The labor resources of an enterprise are the numerical professional and qualification composition of employed workers (personnel).
The personnel of the enterprise is understood not only as employees, but also as owners or co-owners of the enterprise, if they take part in the activities of the enterprise with their labor and receive appropriate payment for this. Consequently, the personnel of an enterprise is a combination of both employees and owners, whose labor potential corresponds to the trade and technological process and ensures effective economic activity.
The number and structure of the enterprise's personnel depend on the type and scope of the enterprise's activities, specialization, number of jobs, mode of operation, labor productivity level, form of customer service, the degree of mechanization and automation of trade and technological processes, the degree of complexity of the functions performed and the scale of operations.
In order to effectively manage the process of formation and use of labor resources, trade enterprises apply the classification of employees according to the following main features:
According to the functional composition.
In retail trade, the following groups of employees are distinguished in the composition of personnel:
-managers and specialists;
-trade and operational personnel - sellers, cashiers, controllers, cashiers, etc.;
-support staff - packers, loaders, cleaners.
The first group includes employees performing management functions and specialists: chairmen of boards, directors of trade enterprises (exempted from direct service), commodity experts, accountants, economists and others.
Managers, chief specialists and specialists belong to the category of employees. Separately allocate other employees who carry out the preparation and execution of documentation.
The second group is the most numerous and includes persons engaged mainly in direct customer service: sellers, controllers, cashier controllers, employees of a distribution, peddling, small retail trade network, store managers and their deputies, whose functions include customer service.
The third group is support staff, which includes employees who service the process of selling goods, engaged in storage, preparation for the sale of goods, their placement, maintenance of the material and technical base - packers, loaders, cleaners, storekeepers, receivers, pickers and others.
- By category.
As part of the personnel of retail trade entities, executives, specialists, workers, employees, and junior service personnel are distinguished. The division of workers into categories is based on the functional division of labor.
- By specialties.
In this group, within each profession, there are trade specialists, labor economists, economists, food and non-food merchandisers, sales managers, etc. As part of the trading and operational staff, specialties are distinguished: the seller of food and non-food products, the cashier, etc.
- By skill level.
This is a classification of employees on the basis of their possession of the necessary knowledge, skills and abilities to successfully perform certain activities within the same profession (specialty). Specialists can be of several categories (leading, first, second and without category). Sales and operational personnel, sellers, for example, are divided into 6 categories. According to the level of qualification, workers can be qualified (4-6th category), unskilled (3rd category), unskilled (1-2nd category).
In order to effectively manage the process of formation and use of personnel, other types of classification are also used:
By sex and age - this category includes men under 30 years old, from 30 to 60 years old, over 60 years old; women under 30 years old, from 30 to 55 years old, over 55 years old;
by length of service (up to 1 year, from 1 to 5 years, from 5 to 10 years, from 10 to 20 years, 20 years and older);
In relation to property, these include labor resources, which include employees, employees who own the property of the enterprise;
by the nature of labor relations (permanent and temporary workers);
by level of education - this category includes personnel with higher education, incomplete higher education, secondary specialized education, secondary education;
by profession - workers are classified on the basis of their special training for performing a certain job on the basis of relevant theoretical and practical knowledge and experience. This includes salespeople, economists, financiers, merchandisers, accountants, etc.
When planning and accounting for the number of employees, a distinction is made between the payroll, average payroll and actual number of employees.
The list number of employees is the number of all employees on the lists of an enterprise or organization on a specific date.
The payroll includes all employees hired for permanent, seasonal or temporary work for a period of one day or more from the date of employment.
The actual number of employees is the number of employees participating in the production process for a certain period. If the number of employees in relation to the payroll has a constant downward trend, then this should be the basis for taking the necessary measures to improve the organization of labor, strengthen labor discipline, improve working conditions, and others.
The average number of employees is the number of employees of an enterprise (organization), determined on average for the corresponding period (month, quarter, half year, year). The average number of employees for a certain month is determined by summing up the number of employees on the payroll for each calendar day of this period and dividing this amount by the number of calendar days.
The analysis of the professional and qualification composition of employees is carried out by comparing the available and required staffing numbers for each specialty, category and category.
The object of analysis is an individual employee, as well as a certain combination of them, acting as a labor collective. The totality of employees can include both the entire personnel of an enterprise (organization, firm), which are subject to general management decisions, and the personnel of a structural unit (department, shop) or production cell (team).
The subjects of the analysis of labor resources are a group of specialists who perform the corresponding functions as employees of the personnel service, as well as managers at all levels who perform the function of management in relation to their subordinates.
determination of the need for personnel, taking into account the development strategy of the enterprise, the volume of production of products and services;
formation of the numerical and qualitative composition of personnel;
personnel policy (relationship with the external and internal labor market, release, redistribution and retraining of personnel);
system of general and professional training of personnel;
adaptation of employees at the enterprise;
pay and incentives for work;
assessment of activities and certification of personnel, its orientation towards the encouragement and promotion of employees based on the results of work and the value of the employee for the enterprise;
personnel development system (training and retraining, increasing flexibility in use in production, ensuring professional and qualification growth through planning a working (labor) career.
The objectives of the analysis of the labor resources of the enterprise are:
increasing the competitiveness of the enterprise in market conditions;
increasing the efficiency of production and labor, in particular, achieving maximum profit;
ensuring high social efficiency of the functioning of the team.
Successful achievement of the set goals requires the solution of such tasks as:
ensuring the needs of the enterprise in the labor force in the required volumes and the required qualifications;
full and effective use of the potential of the employee and the production team as a whole;
providing conditions for highly productive work, a high level of its organization, motivation, self-discipline, developing the employee's habit of interaction and cooperation;
securing an employee at the enterprise, forming a stable team as a condition for the payback of funds spent on labor (attraction, development of personnel);
improving the efficiency of personnel management, achieving management goals while reducing labor costs.
As sources of information for the analysis of labor resources and the effectiveness of their use are: a labor plan; f. No. 12-t monthly "Report on labor"; statistical reporting of the personnel department on the movement of workers, operational reporting of shops, departments, services of the enterprise; other reporting related to the labor resources of the enterprise and production units and services, depending on the goal and objectives set by the researcher.
1.3 Indicators of the effectiveness of the use of labor resources
The most important indicator of the efficiency of the use of labor resources is labor productivity. Since living and materialized labor is involved in the production of a product, it is customary to separate the concepts of productivity of living and aggregate, that is, living and materialized labor.
The productivity of living individual labor is the effectiveness of only the living labor of an individual worker (collective of workers). The productivity of the total materialized labor is the effectiveness of the totality of the living labor of workers and labor embodied in the means of production (means and objects of labor).
An increase in labor productivity has an impact on changes in other qualitative indicators that characterize the efficiency of production: profit, profitability, cost, material consumption.
For individual associations, enterprises, structural divisions, employees, output and labor intensity are calculated - indicators of individual labor productivity, reflecting the costs of only living labor.
Output is measured by the number of products produced per unit of working time or per one average employee or worker per year:
V=OP/ST (CR), (1.1)
where B is production;
OP - the volume of manufactured products;
HR - average number of employees;
ZT - labor costs, expressed in man-hours, man-days.
Labor productivity can be considered at various levels: employee, team, structural unit and the organization as a whole.
To assess the level of labor productivity, a system of generalizing, partial and auxiliary indicators is used.
General indicators include:
average annual output;
average daily output;
average hourly production by one worker;
average annual output per worker in value terms .
Private indicators are the time spent on producing a unit of a product of a certain type (labor intensity of products) or the output of a certain type of product in one man-day or man-hour.
Auxiliary indicators characterize the time spent on performing a unit of a certain type of work or the amount of work performed per unit of time.
In the process of analysis, it is necessary to study the dynamics of generalizing, particular and auxiliary indicators, their growth rates, and find out the reasons for the change.
The most general indicator of labor productivity is the average annual output of products by one worker.
Hence, the average annual output of products by one worker is equal to the product of the following factors:
GVpp \u003d Ud x D x DV, (1.2)
GVpp \u003d Ud x D x P x FV, (1.3)
where GVpp - the average annual production of products by one worker;
Ud - the share of workers in the total number of industrial and production personnel;
D - the number of days worked;
DV - average daily output;
P - the duration of the working day;
CV - average hourly output.
The calculation of the influence of these factors on the change in the level of average annual output of industrial and production personnel is carried out by one of the methods of deterministic analysis.
Similarly, the change in the average annual output of a worker is analyzed, which depends on the number of days worked by one worker per year, the average length of the working day and the average hourly output:
GV \u003d D x P x FV, (1.4)
where GV is the average annual output of products by one worker.
Be sure to analyze the change in the average hourly output as one of the main indicators of labor productivity and a factor on which the level of average daily and average annual output of workers depends.
The labor intensity of production expresses the cost of working time for the production of a unit of output. Determined per unit of production in physical terms for the entire range of products and services; with a large assortment of products at the enterprise, it is determined by typical products, to which all the rest are given. Labor intensity is determined by the formula:
TE \u003d ZT (CR) / OP, (1.5)
where TE is the complexity.
Depending on the composition of labor costs included in the labor intensity of products, and their role in the production process, technological labor intensity, labor intensity of production maintenance, production labor intensity, labor intensity of production management and total labor intensity are distinguished.
Technological labor intensity reflects the labor costs of the main production pieceworkers and time workers.
The labor intensity of production maintenance is a set of costs of auxiliary workshops of the main production and all workers of auxiliary workshops and services (repair, energy, etc.) engaged in maintenance of production.
Production labor intensity includes the labor costs of all workers, both main and auxiliary.
The labor intensity of production management is the labor costs of employees (managers, specialists and employees themselves) employed both in the main and auxiliary shops, and in general factory services of the enterprise.
The composition of the total labor intensity reflects the labor costs of all categories of industrial and production personnel of the enterprise.
Thus, the labor resources of an enterprise are the numerical professional and qualification composition of employed workers. Labor resources are classified according to various criteria. Labor productivity is the most important indicator of the efficiency of the use of labor resources. Labor productivity is characterized by two main indicators: production and labor intensity.
Now, using the example of a particular enterprise, we will analyze the indicators of labor resources and the effectiveness of their use.
2. Analysis of the labor resources of Almier LLC and the effectiveness of their use
2.1 Characteristics of the economic activity of Almier LLC
The main activity of Almier LLC is the production of garments from raw materials provided by the customer. The main types of products manufactured by Almier LLC include: jacket; blouse; pants; skirt; jacket; costume.
Since November 2011, the enterprise began to sew products for consumption in the Republic of Belarus. We currently have agreements with retail stores:
URKTP "GUM", Smorgon;
OJSC "GUM", Minsk;
UE "Kirmash", Minsk;
LLC "House of Trade" Beryozka ", Kalinkovichi.
Products from customer-supplied raw materials are manufactured using imported equipment. The work is performed by high-class specialists, both working specialties and engineering and technical.
In 2012, in accordance with fashion trends, garments were mainly sewn from natural fabrics: cotton, linen or mixed materials, the proportion of cotton, linen, viscose was at least 60%. Their share in the total volume of manufactured products is 70%.
The fabric is supplied by the supplier with a mandatory specification, which indicates the composition of the fabric and the corresponding processing technology. Natural fabrics shrink in further use, therefore, the technological process provides for washing products, which prevents further changes in the parameters of the product. Almier LLC rents a workshop in the Snezhinka laundry, where washing machines, a dryer and painting equipment are installed. In the technological process, depending on the composition of the fabric, rinsing or washing with enzymes is provided (for cotton fabrics such as Jeans).
The company has a license for dyeing fabrics and products. The technological process of dyeing began to be mastered in 2011, and during this period, services were rendered for painting products in the amount of 21 million rubles. for Soter. The company purchases 95% of chemicals for washing and dyeing products by import, simultaneously with orders from Dutch partners.
The price of the products of LLC "Almier" is determined in the amount of the cost of the service for tailoring products. This price is paid by MG Holland B.V. in currency - euro.
Analysis of the main indicators of financial and economic activity of Almier LLC for 2011-2012. presented in table 2.1.
Table 2.1 - Main indicators of financial and economic activity of Almier LLC
Name of indicators At the end of 2011 At the end of 2012 Deviation +/- Growth rate, %1. The volume of garments, thousand pieces 106108+2+1.892. Proceeds from the sale of goods, works, services, million rubles 15121622+110+7.283. Taxes and fees included in the proceeds from the sale of goods, works, services, million rubles 3832-6-15.794. Cost of goods sold, million rubles 14291440+11+0.775. Profit from current activities, million rubles 45150+105+233.36. Profit from investment activities, million rubles -16-1+15-93.757. Profit from financial and other activities, million rubles -50-58-8+168. Profit before taxation, million rubles - 2191 + 112 + 533.39. Taxes, fees and payments from profit, million rubles 1339+26+20010. Net profit, million rubles - 3452 + 86 + 252.911. The cost of total capital, million rubles 387432+45+11.6312. Return on total capital, % -21.06+21.1-13. The average number of employees, persons 125116-9-7,214. Average monthly salary, thousand rubles 23503520+1170+49.815. Labor productivity, million rubles/person 11.78413.83+2.04+17.3516. Capital productivity of fixed assets, rub.8.7918.11-0.681-7.75
In 2012, 108 thousand garments were manufactured (in 2011 - 106 thousand garments), an increase of 1.89%. The proceeds from the sale of products in 2012 amounted to 1,622 million rubles in Belarusian rubles. (in 2011 - in Belarusian rubles 1,512 million rubles), an increase of 7.28% in Belarusian rubles.
The cost of goods sold in 2012 amounted to 1,440 million rubles. (for 2011 - 1429 million rubles), an increase of 0.77%.
In 2012, compared to 2011, the profit increased by 112 million rubles. or by 533.33%. This was due, first of all, to an increase in profit from current activities by 105 million rubles. or by 233.33% and reduce the loss from investment activities by 15 million rubles. or 93.75%. However, there was an increase in the loss from financial and other activities by 8 million rubles. or 16%. Taxes and payments from profit increased accordingly by 26 million rubles. or 200%. Compared to 2011, net profit increased by 86 million rubles. or by 252.94%.
The average number of employees for 2012 amounted to 116 people (for 2011 - 125 people), a decrease of 7.2%. The average monthly salary for 2012 amounted to 3,520 thousand rubles. (for 2011 - 2370 thousand rubles), an increase of 49.8%. The labor productivity of 1 employee in 2012 compared to 2011 increased by 2.04 million rubles. or by 17.35%.
2.2 Analysis of the composition of the labor resources of Almier LLC and the dynamics of labor productivity
As of 01/01/2013, 107 people worked at the Almier LLC enterprise. Of the total number of employed women make up 98 people. or 91.5%. The average age of employees is 39 years, the average work experience is 15 years. By qualification, the company employs 6 people with higher education, 20 people with secondary special education.
The qualification composition of the industrial and production personnel of Almier LLC is presented in Table 2.2.
Table 2.2 - Qualification composition of the industrial and production personnel of Almier LLC
Name of indicators At the end of 2011 At the end of 2012 Deviation +/- Growth rate, % Employees of the main activity: 125116-9-7.2- workers108103-5-4.63- employees: 1713-4-23.53- managers107-3-30 - specialists76-1-14.29
Table 2.2 shows that in 2012, compared to 2011, the number of employees decreased by 9 people, or 7.2%. This happened due to a decrease in workers by 5 people or by 4.63%, managers by 3 people or by 30% and specialists by 1 person or by 14.29%.
Let us analyze the dynamics of labor productivity indicators in terms of output and labor intensity. Let's compare the output levels of OOO "Almier" and the absolute size of its growth for 2011-2012. (table 2.3).
Table 2.3 - Dynamics and growth rates of output of Almier LLC
Name of indicators At the end of 2011 At the end of 2012 Deviation +/- Growth rate, %1. The volume of manufactured products in comparable prices, million rubles 14731604+131+8.892. The average number of employees, people 125116-9-7.23. The average annual number of workers, people 108103-5-4,634. Production of 1 employee, million rubles (p. 1 / p. 2)11.78413.828+2.044+17.345. Production of 1 worker, million rubles (p. 1 / p. 3)13.63915.573+1.934+14.18
Table 2.3 shows that in 2012 the output of 1 employee amounted to 13.828 million rubles, i.e. compared to 2011 increased by 2.044 million rubles. or by 17.34%. The output of 1 worker amounted to 15.573 million rubles, i.e. compared to 2011 increased by 1.934 million rubles. or by 14.18%.
Table 2.4 - Dynamics and growth rates of labor intensity of Almier LLC
Name of indicators At the end of 2011 At the end of 2012 Deviation +/- Growth rate, %1. The volume of manufactured products in comparable prices, million rubles 14731604+131+8.892. Worked out, thousand people - hours 211.5194.7-17-7.943. Specific labor intensity per 1 thousand rubles per hour 0.1440.121-0.022-15.46 4. Average hourly output, thousand rubles 6.9658.238+1.274+18.29
Table 2.4 shows that in 2012 the labor intensity of 1 employee amounted to 0.186 thousand rubles per hour, i.e. compared to 2011 decreased by 0.022 thousand rubles per hour or by 15.46%.
The average hourly output of 1 employee amounted to 8.238 thousand rubles, i.е. compared to 2011 increased by 1,274 thousand rubles. or by 18.29%.
2.3 Factor analysis of the level of labor productivity
Let us carry out a factorial analysis of the level of labor productivity. Initial information for factor analysis is presented in Table 2.5.
Table 2.5 - Initial information for factor analysis of labor productivity of Almier LLC
Name of indicators At the end of 2011 At the end of 2012 Deviation +/- Growth rate, %1. The volume of manufactured products, million rubles 14731604+131+8.892. The average number of employees, people 125116-9-7.23. The average number of workers, persons 108103-5-4,634. Share of workers in the total number of employees, %86,488.79+2.39+2.775. Days worked by one worker per year, days 254242-12-4,726. Hours worked by all workers, h211.5194.7-16.8-7.947. Hours worked by 1 worker, h19581890-68-3,478. Length of the working day, hours 7.77.8 + 0.1 + 1.39. Average annual output per employee, million rubles 11.78413.828+2.044+17.3410. Average annual output of one worker, million rubles 13.63915.573+1.934+14.1811. Average daily output of one worker, thousand rubles 53.62764.259+10.632+19.8312. Average hourly output per worker, thousand rubles 6.9658.238+1.274+18.29
We will calculate the influence of factors on the change in the average annual output of 1 employee using the method of absolute differences (table 2.6), using formula (1.3).
Table 2.6 - Calculation of the influence of factors on the average annual output of one employee of Almier LLC
Name of the factor Calculation of the influence of factors on the change in the analyzed indicator Value of the influence of the factor, million rubles. Algorithm for calculating )=Ud1*D*P0*CHV088.79/100*(-12)*7.7*6.965-0.571P GVppp (P)=Ud1*D1*P*CHV088.79/100*242*0.1* 6.965 + 0.15CHV GVppp (CV) \u003d Ud1 * D1 * P1 * CHV88.79 / 100 * 242 * 7.8 * 1.274 + 2.139GVppp GVppp \u003d GVppp 1 - GVppp 0
Gvpp = Gvpp (Ud)+ GVppp(D)+ GVppp(P)+ GVppp(CV)13.828-11.784+0.326-0.571+0.15+2.139+2.044
The average annual output per employee increased in 2012 compared to 2011 by 2.044 million rubles. primarily due to an increase in the average hourly output per worker by 1.274 thousand rubles, which led to an increase in the average annual output per employee by 2.139 million rubles. The increase in the share of workers in the total number of employees by 2.39% led to an increase in the average annual output per employee by 0.236 million rubles. An increase in the length of the working day by 0.1 hours led to an increase in the average annual output of one employee by 0.15 million rubles. However, the decrease in the number of days worked by one worker by 12 days led to a decrease in the average annual output of one worker by 0.571 million rubles.
Similarly, we analyze the change in the average annual output of one worker (table 2.7), using formula (1.4).
Table 2.7 - Calculation of the influence of factors on the average annual output of one worker of Almier LLC
Name of the factor Calculation of the influence of factors on the change in the analyzed indicator Value of the influence of the factor, million rubles Algorithm for calculating 1 * 6.965 + 0.269CHV GV (CV) \u003d D1 * P1 * CHV242 * 7.8 * 1.274 + 2.408GV GV \u003d GV 1 - GV 0
GV \u003d GV (D) + GV (P) + GV (CHV) 15.573-13.639
0,643+0,169+2,408+1,934
The average annual output of one worker increased in 2012 compared to 2011 by 1.934 million rubles. primarily due to an increase in the average hourly output per worker by 1.274 thousand rubles, which led to an increase in the average annual output per worker by 2.408 million rubles. An increase in the length of the working day by 0.1 hours led to an increase in the average annual output of one worker by 0.169 million rubles.
However, the decrease in the number of days worked by one worker by 12 days led to a decrease in the average annual output of one worker by 0.643 million rubles.
The decrease in the average annual output of one employee and worker was affected by day-to-day and intra-shift losses of working time. Reducing the loss of working time for reasons that depend on the enterprise is a reserve for increasing production, which does not require additional investments.
Thus, the analysis of labor resources and the efficiency of their use was carried out on the example of Almier LLC, the main activity of which is the production of garments from raw materials provided by the customer. Analysis of financial and economic indicators indicates an increase in the efficiency of the enterprise.
The increase in the output of employees and workers of Almier LLC, as well as the decrease in labor intensity, indicate an increase in the efficiency of the use of labor resources in 2011-2012. During the analyzed period, the productivity of the worker and worker increased. The decrease in the average annual output of one employee and worker was affected by day-to-day and intra-shift losses of working time.
In conclusion, the analysis will consider specific measures to ensure the growth of labor productivity.
3. Ways to improve the efficiency of the use of labor resources of Almier LLC
As reserves for increasing the efficiency of using labor resources of Almier LLC, one can single out the improvement and most efficient use of equipment and labor, reduction of working time, saving raw materials and materials, rational use of equipment. The following technical and economic factors for the growth of labor productivity of Almier LLC can be distinguished:
The influence of individual technical and economic factors on the growth of labor productivity of Almier LLC will be determined based on the calculation of the release of the number of employees. A possible decrease in the labor force for each factor is revealed as the difference between labor costs for the planned volume of production under the previous (basic) and new (planned) working conditions.
In 2013, it is planned to increase the volume of production in physical terms by 17,000 units, the growth rate will be 15.74%. In value terms, the volume of output will increase by 569,000 thousand rubles, the growth rate of 16.14%. The labor intensity of the entire volume of output will increase by 50,420 standard hours or by 13.24%.
In 2013, it is planned to carry out the technical and organizational measures presented in Table 3.1.
Table 3.1 - Technical and organizational measures of Almier LLC for 2013
Activity Result 1. Change in production technology (change in the labor intensity of several technological operations for two products) For the product "Jacket" from April, the labor intensity will decrease by 0.25 standard hours, and for the product "Jacket" from July, the labor intensity will decrease by 0.35 standard hours2. Upgrading a piece of equipment (changing equipment performance)From September, equipment performance will increase by 20%3. Changes in the actual working time fund As a result of an increase in additional holidays and absences due to illness and other reasons, as well as due to an increase in the number of working days, the actual working time fund will increase by 59.9 hours compared to the reporting one4. Increasing specialization (increasing the share of cooperative deliveries) In the planned period, purchases of components will increase by 2.5% (the share of the cost of components in the volume of output will increase from 15% to 17.5%)5. Changes in the product range (changes in production volume) Decrease in the share of the product “Pants”
For further calculations on the release of the number, it should be taken into account that the number of industrial and production personnel of the enterprise in 2012 was 116 people, and the actual working time fund in 2013 as a result of the elimination of intra-shift and all-day losses will be 1651.1 hours.
We calculate changes in labor productivity based on the technical and economic factors listed in Table 3.1.
Let's determine the number of employees for 2013 while maintaining the base output:
where CHR* - the number of employees while maintaining the base output;
VP0 - the volume of output in the base period;
ivp - growth rate of output;
GW0 is the base output of one worker.
Let's calculate the savings in number due to the change in the labor intensity of products (Et):
where t0, t1 - the labor intensity of a unit of production before and after the implementation of the measure, standard hours;
VP1 - the volume of output in the planned period, pieces;
k - coefficient of action duration;
F - planned actual working time fund, h;
kvnv - coefficient of fulfillment of the production rate in the planned period.
The calculation results are shown in Table 3.2.
Table 3.2 - Calculation of the headcount savings of Almier LLC due to changes in the labor intensity of products
Type of product Labor intensity unit products, standard-hPlanned output volume, pcs. Coefficient of the validity period of the eventCoefficient of fulfillment of the output rate in 2012Savings in headcount20122013+/-12345678Blouse2,432,4308 000-10Jacket3,883,63+0,2519 0000,7512Skirt2,912,901018 -10Pants3,563,56068 000-10
In connection with the change in the labor intensity of products, the savings in the number of people will be 3 people.
We calculate the headcount savings due to the commissioning of new and modernized equipment (Eob) using the formula:
where O is the total amount of equipment, pieces;
O1 - the amount of equipment that has not undergone technical improvement, pieces;
O2, O3 - the amount of equipment that has undergone technical improvement, pieces;
P2, P3 - equipment productivity growth rate, %;
k2, k3 - coefficients that take into account the life of the improved equipment;
Ud - the share of workers in the total number of employees,%.
The total number of pieces of equipment (sewing machines) of Almier LLC is 90 pieces; the number of equipment that has not undergone technical improvement 80; the number of equipment that has undergone technical improvement - 10 pieces; the number of new equipment - 0.
Coefficient taking into account the period of operation of the upgraded equipment 0.3. Factor taking into account the validity of new equipment 0.
The productivity growth rate of modernized equipment is 20%, the productivity growth rate of new equipment is 20%.
The number of employees while maintaining the base output is 135 people, the share of workers in the total number of employees is 88.79%.
The headcount savings due to the commissioning of new and modernized equipment amounted to 1 person.
where ПТi is the increase in labor productivity as a result of the influence of the i-th technical and economic factor%;
Ei - savings in numbers by the i-th technical and economic factor, people;
E - savings in numbers for all factors, pers.
The results of all calculations will be presented in Table 3.3.
Table 3.3 - Labor productivity growth of Almier LLC due to technical and economic factors
Factors of labor productivity growthChange in the number of PPP, people Share of factors in the total savings in the number,% Increase in labor productivity by factors,% Increase in the technical level of production, including: - change in labor intensity313,642.65 - commissioning of a new and modernized equipment14,540.89Total for all factors418,183.54
Calculations showed that the increase in labor productivity in 2013 due to technical and economic factors will be 3.54%, which should be ensured by savings in the number of PPP in the amount of 4 people.
Thus, in order to ensure the growth of the efficiency of the use of labor resources, Almier LLC should improve and use equipment and labor in the most efficient way. The influence of individual technical and economic factors on the growth of labor productivity of the enterprise was determined on the basis of the calculation of the release of the number of employees. In 2013, as a result of a number of technical and economic measures, the increase in labor productivity will be 3.54%, which should be ensured by saving the number of PPP in the amount of 4 people
Conclusion
Based on the material presented in the work, the following conclusions can be drawn:
The labor resources of an enterprise are the numerical professional and qualification composition of employed workers. Labor resources are classified according to various criteria. To characterize the movement of personnel, the following main indicators are used: the turnover rate for admission, for dismissal, the staff turnover rate, etc.
The effectiveness of the organization's activities is largely determined by the quantitative composition of the staff, the growth of labor productivity, the availability of opportunities for professional growth and the appropriate working conditions of employed workers.
The efficiency of the use of labor resources characterizes the productivity of labor, which is determined by the ratio of the quantity of products produced per unit of working time, or the cost of working time for the production of a unit of output or work performed. Analysis of the rational use of labor resources, the level of labor productivity is of great importance for finding reserves to increase production volumes and improve production efficiency.
An analysis of labor resources and the efficiency of their use was carried out on the example of Almier LLC, the main activity of which is the production of garments from raw materials provided by the customer.
Based on the analysis carried out, the following conclusions can be drawn:
In 2012, the output of 1 employee amounted to 13.828 million rubles, i.e. compared to 2011 increased by 2.044 million rubles. or by 17.34%. The output of 1 worker amounted to 15.573 million rubles, i.e. compared to 2011 increased by 1.934 million rubles. or by 14.18%. The labor intensity of 1 employee compared to 2011 decreased by 0.022 thousand rubles per hour or by 15.46%. The average hourly output of 1 employee compared to 2011 increased by 1.274 thousand rubles. or by 18.29%.
The increase in the output of employees and workers of Almier LLC, as well as the decrease in labor intensity, indicate an increase in the efficiency of the use of labor resources in 2011-2012;
the average annual output of one employee increased in 2012 compared to 2011 by 2.044 million rubles. by increasing the average hourly output per worker by 1,274 thousand rubles, increasing the share of workers in the total number of employees by 2.39%, increasing the length of the working day by 0.1 hours, reducing the number of days worked by one worker by 12 days;
the average annual output of one worker increased in 2012 compared to 2011 by 1.934 million rubles. due to an increase in the average hourly output of one worker by 1,274 thousand rubles, an increase in the length of the working day by 0.1 hours, and a decrease in the number of days worked by one worker by 12 days.
The decrease in the average annual output of one employee and worker was affected by day-to-day and intra-shift losses of working time.
Thus, the data obtained indicate an increase in the efficiency of the use of labor resources of Almier LLC for 2011-2012.
Improvement and the most efficient use of equipment and labor force can be singled out as reserves for increasing the efficiency of using labor resources of Almier LLC. The following technical and economic growth factors of Almier LLC were identified:
structural shifts in production;
raising the technical level of production;
improvement of management, organization of production and labor;
change in the volume of production and the share of certain types of products.
The influence of certain technical and economic factors on the growth of labor productivity of Almier LLC was determined based on the calculation of the release of the number of employees. In 2013, as a result of carrying out the above technical and economic measures, the increase in labor productivity will be 3.54%, which should be ensured by saving the number of PPP in the amount of 4 people.
List of sources used
1.Adamchuk, V.V. Labor Economics: a textbook for universities / V.V. Adamchuk, Yu.P. Kokin, R.A. Yakovlev. - Moscow: ZAO Finstatinform, 2005. - 376 p.
2.Azarenka, A.V. Organization of labor and wages / A.V. Azarenka. - Minsk: Amalfeya, 2006. - 298 p.
Analysis of the economic activity of the enterprise: Proc. allowance / G.V. Savitskaya. 7th ed., rev. - M.: New knowledge, 2007. - 704 p.
Akulich, V.V. Analysis of labor indicators of the organization / V.V. Akulich // Economics. Finance. Control. - 2012. - No. 11. - S. 24-31.
Baynev, V. The target is labor productivity / V. Baynev // Finance. Accounting. Audit. - 2012. - No. 10. - S. 15-17.
Borovik, L.S. The relationship between productivity and wages / L.S. Borovik // Belarusian Economic Journal. - 2012. - No. 1. - S. 70-79.
Vladimirova, L.P. Labor Economics: Proc. allowance / L.P. Vladimirova. - M.: Dashkov i K, 2002. - 345 p.
Dolinina, T.N. The security of the enterprise with personnel and the effectiveness of their use. Part 1 / T.N. Dolinina // Economics. Finance. Control. - 2012. - No. 7. - S. 40-44.
Dolinina, T.N. The security of the enterprise with personnel and the effectiveness of their use. Part 2 / T.N. Dolinina // Economics. Finance. Control. - 2012. - No. 8. - S. 25-32.
Eliseeva, T.P. Economic analysis of economic activity: textbook. allowance / T.P. Eliseeva. - Minsk: Modern School, 2008. - 944 p.
Zaitsev, N.L. Economics of an industrial enterprise: Textbook / N.L. Zaitsev. - M., 2005. - 513 p.
Ermolovich L.L., Sivchik, L.G., Tolkach, G.V., Shchitnikova, I.V. Analysis of the economic activity of the organization: Textbook / Under the general. ed. L.L. Ermolovich. - Minsk: Interpressservis, Ekoperspektiva, 2006. - 548 p.
Ignatovsky, P. Labor productivity - the engine of development / P. Ignatovsky // The Economist. - 2012. - No. 11. - S. 3-13.
Lebedeva, S.N. Economics and organization of labor: textbook / S.N. Lebedeva, L.V. Misnikov. - Minsk: Misanta, 2002. - 289 p.
Melkikh, E.G. Labor productivity - a planned indicator / E.G. Small // Economics. Finance. Control. - 2012. - No. 1. - S. 9-15.
The labor force as the most important factor of any production is becoming a key resource of economic activity. This is primarily due to changes in the content and nature of labor. Since the time of Taylor and Smith, labor has changed under the influence of technological progress: it has become more intellectual, more perfect forms and principles of its division have developed, it requires a large expenditure of human mental energy.
The prospective development of an enterprise should include the task of forming a labor management system, the functioning of which contributes to the achievement of high competitiveness, and hence, strengthening the position of a particular business entity in the goods market.
New more complex tasks of managing labor resources at the enterprise place increased demands on the structure, composition and forms of work of the personnel service.
The human resource management system at the enterprise includes three interrelated blocks:
1. Formation of the labor resources of the enterprise;
2. Development of the labor resources of the enterprise;
3. Improving the quality of the working period of life;
The development of the labor resources of an enterprise (company) is a personnel policy and an enterprise strategy in the field of personnel development and its optimal use, taking into account both work with an already formalized staff and the implementation of forecasts to meet the need for labor. These activities are primarily aimed at the qualitative development of the potential of employees, increasing labor productivity.
Fig.1 Formation of the labor resources of the enterprise
Rice. 2 Improving the quality of the working period of life
The need for professional orientation and social adaptation of an employee in the enterprise team is caused by the specifics of each specific team, workplace and relationships created in the team, microclimate and social environment.
A newly arrived worker in a team needs elementary orientation, as well as adaptation of his experience, knowledge, skills, standards of relations to a given workplace and team. In the implementation of this important set of familiarization activities with a newly arrived employee, the main role is assigned to the personnel service of the enterprise. Along with this, reference books, instructional materials, other means and methods specially prepared for this purpose can be used. The main part of career guidance and familiarization work with a newly arrived employee falls on the first day and first week of his stay in the team, but the process of acquaintance and adaptation does not end there, but lasts for some more time.
Improving the quality of the labor resources of an enterprise on the basis of professional training and retraining of personnel is a system of measures aimed at maintaining the compliance of the labor force with the socio-historical requirements dictated by the development of productive forces, primarily scientific and technological progress. The logical expression of this should be an increase in labor productivity. This should take into account the goals and objectives of the enterprise.
It is necessary not only to subordinate the activities of each individual employee to the main goals of the enterprise, but also to provide an individual approach to each, find the key to his talent, abilities, and attach him to the common cause. To do this, I propose to use a number of methods for the professional development of employees of the enterprise, the main of which include:
Full and comprehensive motivation of the goals, objectives and consequences of training;
· Maximum use of acquired knowledge and "secrets" in the workplace;
· Evaluation of the diligence and quality of the acquired knowledge, both in the course of training and in the workplace;
· Ensuring the implementation of the knowledge and skills acquired during the training at the same or a new workplace.
Performance appraisal of personnel is not an appraisal of everyone
a specific employee in the course of his training, and the study by the immediate supervisor of the quality of each operation performed by a trained employee at his workplace for a certain period of time.
As a result of such a comprehensive comprehensive assessment, the manager informs the employee about the level of efficiency of his work, indicates areas for improvement.
Project to improve the productive use of labor resources
To improve the use of labor resources, it is necessary to review their structure and develop measures to improve the use of working time. Particular attention should be paid to:
Streamlining the practice of granting short-term administrative leave without pay, as these leaves are often given without serious intentions;
To study each case of violations of labor discipline in order to strengthen it, using for this not only administrative measures, but also forms of both moral and material influence on its violators;
Careful study (according to disability certificates) of the nature of morbidity in certain groups of workers and the development of preventive measures on this basis (for example, to improve labor protection and safety, organize dietary nutrition, etc.) that reduce the incidence.
Particular attention should be paid to the organization of labor production, since adherence to the principles of rational organization of the production process is the basis for the normal conduct of financial activities with the most favorable economic indicators.
The main measures for the rational organization of the sale of goods and labor are:
Division of labor and placement of workers in the enterprise;
Organization of workplaces and their maintenance;
Implementation of rational labor processes;
Creation of a favorable working environment;
Organization of wages and material incentives;
Organization of training;
Occupational health and safety.
At the enterprise, it is also necessary to carry out measures to improve the production culture: maintaining order and cleanliness in stores, organizing medical care, flower beds, lawns on the territory, etc. These measures not only facilitate human work, but also significantly affect economic performance. For example, the skillful organization of the color environment and lighting can increase productivity by 15 - 25%. Color design will cost much less than the losses from industrial injuries and the decrease in efficiency caused by the end of the working day. Establishing the right science - based ventilation system contributes to an increase in labor productivity by about 10 - 15%. Labor productivity increases from 5 to 10% if production noise is reduced to the norm.
All of these activities help to increase the economic efficiency of the use of labor resources and, ultimately, increase the sale of goods at the enterprise.