What category does the position of a foreman belong to? How to determine which positions are classified as employees

Categories of the organization's personnel are divided according to the functions performed. Find out what factors influence the classification of personnel, how main and auxiliary personnel differ.

From the article you will learn:

What categories are personnel divided into?

Categories of the organization's personnel are divided into workers and employees. Employees include persons performing administrative, management, engineering, and personnel functions. The main categories of personnel are distributed according to regulatory documents. The All-Russian Classification of Professions contains two sections, the list of professions of which includes office workers and blue-collar workers.

Categories of personnel related to blue-collar professions are involved in the direct creation of material assets and maintain equipment and production facilities in working order.

Considering what categories personnel are divided into, it is necessary to determine the main factors that have a direct impact on the classification. Human resources are considered the most important element of productive force, the basis of the sources of economic development. The main element of any production process is:

• skill of the staff;
• the level of education;
• professional training;
• degree of qualification;
• motivation system.

Experts have proven that there is a direct dependence of the well-being of citizens and the competitiveness of the economy on the corresponding quality of personnel categories organizations. The formation of the personnel itself is influenced by internal and external factors.

Internal factors include:

release of relevant products;

organization of technological and production processes.

External factors include:

1. demographic processes;
2. moral standards of society;
3. legal aspects accepted in society;
4. the nature of the labor market.

the number of active working population;

general educational level of personnel;

employment sector;

distribution of potential labor reserve.

It should be taken into account that these characteristics determine the quantitative and qualitative parameters of labor resources.

What categories are the organization’s personnel divided into in accordance with labor resources and other classifications?

Business entities may perform labor functions that do not correspond to their main or main purpose. Therefore, we can talk about categories of production personnel involved in main and auxiliary activities. The first group includes employees who are directly involved in the production process or servicing equipment that affects the efficient operation of the enterprise. The second group, which refers to the auxiliary group, includes personnel included in the company structure. Such employees are on the balance sheet of the main business entity, but are not involved directly with production processes.

What categories of personnel are considered auxiliary?

1. employees of kindergartens and nurseries maintained on the balance sheet of the organization;
2. employees of departmental housing and communal services, clinics, educational institutions.

The classification of such personnel is taken into account when calculating wages and when agreeing on the main indicators of labor production activities. But at the same time, the interaction of the enterprise with the subjects of subordinate structures occurs conditionally. Each subordinate institution is considered an independent unit financed by the main enterprise. All personnel working in such structures are considered auxiliary, since they do not directly participate in production activities.

Managers include employees holding positions of heads of enterprises and their structural divisions. The position in OKPDTR, which has a category code of 1, refers to managers. Managers, in particular, include: directors (general directors), chiefs, managers, managers, chairmen, commanders, commissars, foremen, work performers at enterprises, structural units and divisions; chief specialists: chief accountant, chief dispatcher, chief engineer, chief mechanic, chief metallurgist, chief welder, chief agronomist, chief geologist, chief electrician, chief economist, chief researcher, chief editor; state inspectors. The category of managers also includes deputies for the positions mentioned above. 35.

Employees of the profession

That is why employees in this category are called engineering and technical workers (E&T). Technical performers are classified depending on the types of work they perform: - technical performers involved in accounting and control; - technical performers involved in the preparation and execution of documentation; - technical performers , engaged in economic services. A good example of the subsequent classification of categories of employees is the Decree of the Government of the Russian Federation of October 14, 1992 No. 785 “On differentiation in the levels of remuneration of public sector employees based on the Unified Tariff Schedule” (as amended on December 20, 2003).

5. categories of personnel

Stacker of parts and products Stacker of bakery products Stacker of medical products See Standard labor protection instructions for storekeeper TI R M-038-2002, approved by the resolution of the Ministry of Labor of the Russian Federation of May 24, 2002.

N 36 This is the category of slackers! Worker. The rest of the answers are incorrect. The profession of a storekeeper belongs to the category of employees. in my opinion, this is a blue-collar profession. Well, of course, an employee. The standard instructions on labor protection are, of course, good... But! Will an employee who falls under the category “unskilled worker” be able to work in programs like 1C? The Law includes in category “B” persons who are directly involved in ensuring the execution of the powers of persons included in category “A” - deputies, assistants, and many other persons who, as they say, make up the working apparatus of the President, the Government, ministries and departments, and others government agencies.

What professions are classified as employees and specialists?

B" and "C"? The first and primary sign of a civil servant is that he acts in the exercise of his official powers - on behalf of the state and on its behalf - he gives orders, ensures their execution, detains a person, etc. Often these actions of the employee are not directly proclaimed each time on behalf of the state, often on behalf of the body or organization in which the employee is a member, but, ultimately, behind the actions of the civil servant there is the state, which provides his work and, if necessary, protects it with those at the disposal of the state means.

The next characteristic of a civil servant is that each of them holds a public position established by the state.

List of blue-collar professions and employee positions

• Workforce in the field of healthcare, printing workers, transport workers.
• Those whose activities involve radiation and exposure, nuclear industry workers.
• Divers.
• Welding workers.
• Research activities related to microorganisms.
• Metal testing.
• Cleaning metal with sand.
• Workers of mercury substations.
• Workers of electric trains and stations.
• Labor composition of the food industry.
• Working in the field of film copying.
• Workers in the field of construction, repair and restoration.
• Communication workers.
• Workers in the agrochemical industry.
• Mining industry workers.
• Workers in the chemical and paint industries.

Clerk positions Clerk positions are included in the list of blue-collar professions.

What category of workers are security guards of private security agencies?

• Ch. zootechnical service specialist - hippodrome livestock specialist.
• Ch. land reclamation engineer.
• Ch. mechanical engineer.
• Ch. energy specialist (energy engineer).
• Ch. judge in the field of horse breeding.
• Veterinary service worker - head. veterinary pharmacy.
• Veterinary service worker - head. veterinary site
• Head at the enterprise garage.
• Head procurement point at the processing plant of flax and other bast crops.
• Head toxicology laboratory.
• Head production laboratory of biomethods of plant protection.
• Head laboratory of the state inspection for plant quarantine and fumigation squad.
• Head laboratory for diagnosing and forecasting the future occurrence of pests and plant diseases.

Production calendar

Info

The first group includes employees who are directly involved in the production process or servicing equipment that affects the efficient operation of the enterprise. The second group, which refers to the auxiliary group, includes personnel included in the company structure.

Attention

Such employees are on the balance sheet of the main business entity, but are not directly involved in production processes. Help What categories of personnel are considered auxiliary?

1. employees of kindergartens and nurseries maintained on the balance sheet of the organization;
2. employees of departmental housing and communal services, clinics, educational institutions.

The classification of such personnel is taken into account when calculating wages and when agreeing on the main indicators of labor production activities.

Personnel categories

Civil servant A civil servant is a citizen of the Russian Federation who, in accordance with the procedure established by federal law, performs duties in a civil service position for monetary remuneration paid from the federal budget or the budget of the corresponding constituent entity of the Russian Federation. Categories of personnel It includes the following positions in various variations:

• agents;
• educators;
• duty officers;
• cashiers;
• commandants;
• controllers;
• medical personnel;
• educators;
• operators;
• security guards and caretakers;
• secretaries;
• police officers and detectives;
• taxi drivers and forwarders.

Profession of a civil servant Just as the professions of workers and the positions of employees differ, the position of a civil servant is also distinguished.

Categories of organization personnel

Leave your opinion about it or find out what others think! photo Current time 04/19/2018 Moscow time 09:25 [Find unanswered messages] FORUM TOPICS MESSAGES LAST MESSAGE Virtual HR community forums About workExchange of experience, discussions on professional topics. Moderators Skate, Assol, luna198, Tesh, Chertik, Tetris 151418 1255838 Apr 19, 2018 - 09:14 ilichkadr Exchange of documents, forms, regulations This is a forum section intended for the exchange of documents between users. Available for use (downloading files/creating topics) only to registered users. Moderators Skate, Assol, luna198, Evgeniy K., Pyatnitsa, KtoTam, Chertik, Tetris 17214 80432 Mar 23, 2018 - 14:18 SVETLANA_2007 Not only about workDiscussion of abstract from the profession of the topic. Moderators Skate, Assol, luna198, Evgeniy K., Tesh, Friday, KtoTam 7518 1315086 Apr 19, 2018
However, taking into account the peculiarities of Russian city government, our mayor is not just a mayor, but a whole Head with a “Cap”, who bought up lands abandoned by Georgians in Abkhazia, is ready to build a bridge across the Kerch Strait and wants to have his own share in Sevastopol. To the category \"city leaders.\" local government to employees Specialists and managers Employees.
I agree with Lyudmila))) Based on the fact that employees with secondary or secondary technical education are accepted for the position of dispatcher (see Standard Instructions). It follows that these are not engineers, not specialists, but middle-technical staff of employees.

An elected position (even for fun like Luzhko and Matvienko) is not a civil servant, such people are only hired. category "haulers" He belongs to the highest category of corrupt officials!:) In China, people like Luzhkov are publicly shot. In our country, the Luzhkovs get the highest positions in the state apparatus so that they can steal more!:) Mayor (French.

Maire, English mayor, that is, foreman) is the head of the administration, the head of the executive power of a locality, most often a city, in some countries - and a small region, for example in Lithuania, the mayor also heads district governments. The name of the position comes from the Latin word “maior”, meaning “large”, “great”.
In Russia, the title of the position took root in the 1990s more as a short replacement for the expression “city mayor,” “head of the city administration,” or “head of the city executive committee.” At the same time, the position of “mayor” was introduced at the official level.

The classifier consists of two sections: a list of professions of workers and a list of positions of employees - managers, specialists and employees. Workers include persons performing the functions of primarily physical labor, directly involved in the process of creating material assets, maintaining machines and mechanisms, production premises, etc. in working order.

What category of workers do security guards of private security agencies belong to? Attention The fact is that the terms denoting categories of personnel are haphazardly used not only by HR managers, but also by the legislator himself.

The division of personnel is necessary in order to determine wages and correctly allocate personnel when determining personnel policies. What groups and categories can personnel be divided into? What documents should I use? We will talk about this in this article.

All employees, regardless of the functions they perform, act as personnel of a cultural institution. In other words, the staff is a work collective.

But despite the fact that all employees are included in the staff, each of them belongs to a specific category.

↯ Attention! New samples are available for download: ,

Such a division is simply necessary and is primarily associated with the determination of wages, which is carried out within the framework of the tariff SOT.

What categories are the personnel divided into?

In modern legislation there is no clear formulation of such a concept as “categories of personnel”. However, there is a regulatory document that contains a separate section “Categories of Personnel”. This document is the “Instruction on statistics of the number and wages of workers and employees at enterprises, institutions and organizations.”

After reading the contents of Section No. 5, you can determine that the concept of “Personnel Categories” includes groups of workers who are united among themselves depending on the job functions they perform.

All employees of an organization are usually divided into two groups - employees and workers. Let's look at each of them in more detail. The first group combines several categories:

1. Managers;
2. Specialists;
3. Other workers who are classified as employees

The first category includes employees holding positions of heads of institutions and heads of structural divisions, as well as their deputies. Their main function is management. In addition, all these employees have other employees subordinate to them.

• secretary;
• clerk;
• courier and others.

In other words, these workers are called support personnel - VP.

The role of specialists is performed by persons participating in the management of the organization and engaged in various types of work, where the main share is allocated to intellectual work. This includes employees of the engineering and technical service, economic department and others.

Specialists are divided into two groups:

• administrative and management personnel (AUP) – specialists performing management functions. The result of their activities is information, which is almost impossible to do without in management. These include assistants, accountants, marketers, analysts and others;

• engineering and technical workers (E&T) - whose activities are aimed at obtaining design, technological or design information in the field of technology and production techniques. These are engineers, technologists, designers and others.

The second group - workers, includes workers whose activities are directly related to the creation of material assets, carrying out repair work, and providing various types of services:

• transport;
• material and others.

Dividing personnel into categories is a very important point. It allows you to calculate wages for employees of an institution. Thanks to this division, it is much easier to carry out the placement of personnel in the case of determining personnel policy.

What documents to use when dividing personnel into categories and groups

Law No. 90-FZ introduced changes regarding professional qualification groups. These include groups of workers and employee positions, the formation of which takes into account the field of activity, as well as all the requirements necessary for the implementation of a particular professional activity.

If we talk about requirements, they usually relate to professional training and skill level.

The Ministry of Health and Social Development of the Russian Federation has issued several orders approving professional qualification groups and criteria for classifying professions and positions into qualification professional groups

According to these documents, all positions and professions are conditionally divided into several qualification groups:

• professions of workers and positions of employees that do not require professional education;
• professions of workers and positions of employees requiring primary or secondary vocational education, as well as heads of structural units that require initial vocational education;
• positions of employees requiring higher professional education with the qualification “bachelor”, and positions of heads of structural divisions requiring secondary vocational education;
• employee positions requiring higher professional education with the qualification “certified specialist” or qualification “master”, as well as heads of structural units with a higher education.

Regulatory documents defining categories of personnel can be combined into two groups - industry-wide and sociocultural.

The second includes documents that relate specifically to the cultural sphere.

Material verified by Aktion Culture experts

Every profession is important and distinctive. A person in each specialty has his own designated job tasks, wages, characteristics of the workplace, ranks, etc. Each enterprise has a system of bonuses and punishments, specificity of professional activities, etc.

Qualification Handbook

To determine the classification of positions and instructions, there is a special unified qualification directory. Abbreviated as ETKS, approved on the basis of a decree of the government of the Russian Federation. Thanks to him, enterprises formulate personnel activities. According to the content of Article 143 of the Labor Code of the Russian Federation, qualifications of professions and duties are carried out on the basis of a unified tariff and qualification reference book.

It consists of two chapters: the first characterizes the industry management workforce, the second - the envisaged professions of the enterprise's main employees and blue-collar specialties.

Management and working professions according to ETKS in the agricultural industry

The classifier provides a comprehensive list of working professions in agriculture. This includes specialties that are in demand in the agricultural industry.

Management team

This list includes the following professions:

• Ch. specialist of the agronomic service (agronomist) of the enterprise.
• Ch. agronomist-agrochemist in production.
• Ch. Agricultural service specialist (agronomist) in the field of crop protection.
• Ch. agronomic service specialist (soil study agronomist).
• Ch. Veterinary service specialist (veterinarian).
• Ch. zootechnical service specialist (zootechnician).
• Ch. specialist of zootechnical service in the horse breeding industry (zootechnician of the state stables).
• Ch. specialist of zootechnical service - livestock specialist of the hippodrome.
• Ch. land reclamation engineer.
• Ch. mechanical engineer.
• Ch. energy specialist (energy engineer).
• Ch. judge in the field of horse breeding.
• Veterinary service worker - head. veterinary pharmacy.
• Veterinary service worker - head. veterinary site
• Head at the enterprise garage.
• Head procurement point at the processing plant of flax and other bast crops.
• Head toxicology laboratory.
• Head production laboratory of biomethods of plant protection.
• Head laboratory of the state inspection for plant quarantine and fumigation squad.
• Head laboratory for diagnosing and forecasting the future occurrence of pests and plant diseases.
• Head laboratory for assessing the quality of tested varieties of the State Commission for Sorting of Agricultural Crops.
• Head laboratory for breeding business and artificial insemination method.
• Head transport department.
• Head oil depot.
• Head experimental field.
• Head border point for plant quarantine.
• Head point of the artificial insemination method.
• Head point for signaling and forecasting the appearance of pests and plant diseases.
• Head repair shop.
• Head seed station.
• Head of technical exchange office.
• Head variety testing site.
• Head phytohelminthological production laboratory.
• Head seed storage.
• Head of fur. squad.
• Head of the procurement department.
• Head of the department (site) of production and veterinary control.
• Head of technical department operation of the vehicle fleet and equipment of agricultural enterprises.
• Head of the production department of the hippodrome.
• Head of the plant protection station (at the subject, region and district level).
• Head of technical station fleet maintenance, technical stations. maintenance of machine-building park.
• Head of the livestock department.
• Head of the fumigation department.
• Head of technical station maintenance of machinery and equipment for livestock farms, poultry farms and farms.
• Head of the feed production workshop.
• Head of the land reclamation workshop.
• Head of the incubation department.
• Head of the mechanization department.
• Head of the plant growing department.
• Head of the plant bioprotection expedition.
• Head of the transport management department.
• Farm manager, foreman.
• Head of a peasant farmer.

Professions in the agricultural industry

If we talk about professions in the agricultural industry, then the list of blue-collar professions and positions of employees, after management, is divided into specialists (laboratory assistants, machine operators, etc.), positions common to all industries (weigher, warehouse worker, etc.). ), subsection positions with professions in the field of crop production and livestock farming, as well as professions where tariffs are not carried out by category. The list of working professions in construction is also quite wide.

Workers in hazardous occupations

Labor law and a unified classification of professions separate industries where management and working positions are characterized as hazardous production and the industry as a whole. There is a list of working professions with hazardous working conditions.

Areas of economic activity where employees are recognized as hazardous occupations

Here is a partial list of such professions:

• Persons whose activities involve gunpowder, ammunition equipment, and initiating and explosive substances.
• Workers in the oil industry, coal mines, etc.
• The activities of which are related to metal processing.
• Employed in electrical production and maintenance of such equipment.
• Manufacturers of radio equipment, production of building materials.
• Production of glass and porcelain.
• Manufacturers and processors of synthetic and artificial fiber, workforce of pulp and paper industry enterprises.
• Employees of institutes and research centers in the field of manufacturing drugs and biomaterials.
• Workforce in the field of healthcare, printing workers, transport workers.
• Those whose activities involve radiation and exposure, nuclear industry workers.
• Divers.
• Welding workers.
• Research activities related to microorganisms.
• Metal testing.
• Cleaning metal with sand.
• Workers of mercury substations.
• Workers of electric trains and stations.
• Labor composition of the food industry.
• Working in the field of film copying.
• Workers in the field of construction, repair and restoration.
• Communication workers.
• Workers in the agrochemical industry.
• Mining industry workers.
• Workers in the chemical and paint industries.

Employee positions

Clerk positions are included in the list of blue-collar occupations. If we talk about employees, then this is a category of citizens involved in any of the industries in positions below management professions. The category of employees includes agents, artists, archivists, secretaries, etc.

Mechanical Engineering Professions

If you make a list of working professions in mechanical engineering, there is a division into management, specialists and blue-collar professions. Let's take a closer look.

For example, managers are included in the list of working professions of the management team (head of the design department, head of the testing department, head of product sales, etc.).

If we talk about specialists in mechanical engineering, then these are mechanical engineering technologists, mechanical engineers, designers, etc.

Also involved in mechanical engineering are professions that are classified as common in all sectors of the economy.

List of working professions for women

It identifies a single classifier and a separate category of women's work positions. They are usually associated with a lighter type of activity.

Some of them are listed below:

• manicurist;
• cosmetologist;
• hairdresser;
• cleaning service worker;
• secretary-typist;
• painter;
• specialist in displaying and sorting goods;
• salesman;
• masseur;
• nurse;
• cook;
• confectioner.

An important instrument of labor law

If we talk about the classification of professions in general, they are divided into a list of blue-collar professions by field of activity, working conditions, harmfulness of production, severity of labor, etc.

A single classifier characterizes each profession separately, attaching a list of job responsibilities that must be performed, the procedure for provided benefits, assigned ranks, etc.

Based on the classification, the entire labor process is built, starting with the calculation and calculation of wages, ending with bonuses and the duration of vacations.

The classifier provides a list of positions for each economic sector, defining the range of responsibilities and rights of an official or employee.

The use of a classifier of professions allows each organization and enterprise to streamline the work process, clearly distribute responsibilities in the work team, and comply with labor legislation.

Being legislative acts in labor legislation, the Labor Code and the classifier are approved with references to each other. This indicates that violation of the provisions of the occupational classification will be grounds for violation of labor laws and administrative violations. When organizing personnel activities at enterprises, a single list of working professions is taken as the basis for the formation of positions, labor hierarchy, reward and punishment systems.

The classifier is constantly being improved; amendments are made as necessary due to changes in the country's economy. However, these nuances are not significant and practically do not affect the main list of positions.

The list of professions and the classification of positions is the most important tool of labor law, the personnel service of any enterprise, acting as a guarantor in the organization and remuneration of almost every employee.

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Personnel (labor personnel) of an enterprise is the main composition of qualified workers of an enterprise, company, or organization.

Typically, an enterprise's workforce is divided into production personnel and personnel employed in non-production departments. Production personnel - workers engaged in production and its maintenance make up the bulk of the enterprise’s labor resources.

Categories of production personnel

The largest and most basic category of production personnel is workers enterprises (firms) - persons (employees) directly involved in the creation of material assets or work to provide production services and move goods.

Workers are divided into main and auxiliary.

The main workers include workers who directly create the marketable (gross) output of enterprises and are engaged in the implementation of technological processes, i.e. changes in shape, size, position, condition, structure, physical, chemical and other properties of objects of labor.

Auxiliary workers include workers engaged in servicing equipment and workplaces in production shops, as well as all workers in auxiliary shops and farms.

Auxiliary workers can be divided into functional groups: transport and loading, control, repair, tool, housekeeping, warehouse, etc.

Managers- employees holding positions of enterprise managers (directors, foremen, chief specialists, etc.).

Specialists ~ employees with higher or secondary specialized education, as well as employees who do not have special education, but occupy a certain position.

Employees - workers involved in the preparation and execution of documents, accounting and control, business services (agents, cashiers, clerks, secretaries, statisticians, etc.).

Junior service personnel - persons holding positions in the care of office premises (janitors, cleaners, etc.), as well as in servicing workers and employees (couriers, delivery boys, etc.).

The ratio of various categories of workers in their total number characterizes personnel structure enterprise, workshop, site. The personnel structure can also be determined by such characteristics as age, gender, level of education, work experience, qualifications, degree of compliance with standards, etc.

Professional - qualification structure of personnel

The professional and qualification structure of personnel is formed under the influence of the professional and qualification division of labor. Under profession usually understand the type (kind) of labor activity that requires certain training. Qualification characterizes the extent to which workers have mastered a given profession and is reflected in qualification (tariff) categories. Tariff categories and categories are also indicators characterizing the level of complexity of work.

In relation to the nature of professional preparedness of workers, such a concept as speciality, determining the type of work activity To within the same profession (for example, the profession is a turner, and the specialty is a lathe-borer, a turner-carousel operator).

Differentiation in specialties for the same working profession is most often associated with the specifics of the equipment used.

Under the influence of scientific and technological progress, there is a change in the number and share of individual professions and. professional groups of production personnel. The number of engineering and technical workers and specialists is increasing at a faster pace compared to the growth in the number of workers, with a relative stability in the share of managers and technical performers. The growth in the number of these categories of workers is due to the expansion and improvement of production, its technical equipment, changes in the industry structure, the emergence of jobs that require engineering training, as well as the increasing complexity of products. It is obvious that this trend will continue in the future.

Planning the number and composition of personnel

Personnel requirements are planned separately by groups and categories of workers. When planning the number of personnel at an enterprise, a distinction is made between attendance and payroll.

Turnout - the number of employees who actually show up for work during the day.

Categories of organization personnel

IN payroll includes all permanent and temporary employees, including those on business trips, vacations, and military training.

The attendance number of workers is calculated, and their payroll number is determined by adjusting the attendance number using a coefficient that takes into account planned absences from work.

In practice, two methods are used to determine the required number of workers:

1) according to the labor intensity of the production program;

2) according to service standards.

The first method is used to determine the number of workers employed in regulated work, the second - when determining the number of workers employed in non-standardized work, mainly auxiliary workers. The number of engineers and employees is determined according to the staffing table.

Indicators of personnel dynamics and composition

The staff of an enterprise in terms of size and level of qualifications is not a constant value; it changes all the time: some workers are fired, others are hired. To analyze (reflect) changes in the number and composition of personnel, various indicators are used.

Average number of employees (R) determined by the formula:

Where P 1, R 2, R 3, … R 11, R 12— number of employees by month.

Frame acceptance rate ( K p) is determined by the ratio of the number of employees hired by the enterprise for a certain period of time to the average number of personnel for the same period:

Where R p— number of hired employees, people; — average number of personnel, people.

The staff attrition rate (Ar) is determined by the ratio of the number of employees dismissed for all reasons for a given period of time to the average number of employees for the same period:

Where R uv— number of dismissed workers, people; — average number of personnel, people.

Personnel stability coefficient (K s) It is recommended to use when assessing the level of organization of production management both at the enterprise as a whole and in individual divisions:

Where R'uv - number of employees who left the enterprise at their own request and due to violation of labor discipline during the reporting period, people; — average number of employees at this enterprise in the period preceding the reporting period, people: R p— number of newly hired employees during the reporting period, people.

Staff turnover rate (K t) is determined by dividing the number of employees of an enterprise (workshop, site) who left or were dismissed during a given period of time by the average number of employees for the same period:

Where R uv— number of retired or dismissed employees, people; R? — average number of personnel, people.

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"LABOR RESOURCES OF THE ENTERPRISEOrganization of labor at the enterprise"

Line staff

This includes:

• sellers;
• cashiers;
• workers;
• operators;
• waiters;
• consultants;
• clerks;
• doctors;
• teachers and many others.

Selection of line personnel

Recruiting line personnel is a very difficult and problematic job. This is due, first of all, to the high turnover of line personnel, which is caused by relatively low wages.

In addition, the number of people willing to take up such positions is usually very large, but most applicants consider this work only as temporary. For example, during student holidays or until you can get a higher paying job.

The third problem lies in the fact that line personnel can be divided into two parts:

• unskilled workers - sellers, cashiers, laborers;
• workers with special knowledge and skills - teachers, doctors, mechanics, bank employees.

The problem lies in the fact that it is very difficult to find a worker with highly specialized skills for a permanent job with a low level of payment.

Line personnel management

To manage line personnel, an organizational structure of the same name is usually used.

What categories are the personnel divided into?

Its peculiarity is that each department is headed by one manager, who is subordinate to a superior. At the same time, everyone follows the instructions only of their immediate superior and is also accountable only to him. Such a system provides subordinates with clear and interconnected tasks and instructions. At the same time, there are no problems with reporting and the unity of functioning of the entire vertical is ensured.

The disadvantage of a linear personnel management system is that the manager, without additional experts and specialists in various fields, must be absolutely competent in all the nuances of the production process. This often leads to overload. And such a system is only suitable for managing the lower levels of small enterprises with a narrow range of tasks to be solved.

Contact us!

If you require any advice on the selection or management of line personnel, call us at 8-495-222-12-91 or write to This email address is being protected from spambots. You must have JavaScript enabled to view it. .

In reporting on the labor of enterprises and organizations of individual sectors of the sphere of material production (industry, construction, transport, state farms and some other production sectors), the number of workers is divided into two groups: workers and employees.

From the group of employees, the following categories are distinguished: managers, specialists and other employees classified as employees.

ConsultantPlus: note.

By Decree of the State Standard of the Russian Federation dated December 26, 1994 N 367, the All-Russian Classifier of Worker Professions, Employee Positions and Tariff Grades OK 016-94 was put into effect on January 1, 1996.

When distributing workers by personnel categories in statistical reporting on labor, one should be guided by the All-Union Classifier of Worker Occupations, Employee Positions and Tariff Grades (OKPDTR), approved by the USSR State Standard 08.27.86 N 016.

OKPDTR consists of two sections:

classifier of workers' professions;

classifier of employee positions, which contains positions of managers, specialists and employees.

33. Workers include persons directly involved in the process of creating wealth, as well as those engaged in repairs, moving goods, transporting passengers, providing material services, etc. In OKPDTR, the professions of workers are listed in section 1.

Workers, in particular, include persons employed:

33.1. management, regulation and supervision of the operation of automatic machines, automatic lines, automatic devices, as well as direct management or maintenance of machines, mechanisms, units and installations, if the labor of these workers is paid at tariff rates or monthly salaries of workers;

33.2. production of material assets by hand, as well as with the help of simple mechanisms, devices, tools;

33.3. construction and repair of buildings, structures, installation and repair of equipment, repair of vehicles;

33.4. moving, loading or unloading raw materials, materials, finished products;

33.5. at work on receiving, storing and sending goods in warehouses, bases, storerooms and other storage facilities;

33.6. care of machines, equipment, maintenance of production and non-production premises;

33.7. sinking of surface and underground mine workings, drilling, testing, sampling and development of wells, geological surveying, prospecting and other types of geological exploration work, if their labor is paid at tariff rates or monthly salaries of workers;

33.8. machinists, drivers, stokers, switch post attendants, track and artificial structure linemen, loaders, conductors, workers repairing and maintaining transport lines, communication lines, repairing and maintaining equipment and vehicles, tractor drivers, mechanics, crop and livestock workers ;

33.9. postmen, telephone operators, telegraph operators, radio operators, telecom operators;

33.10. operators of computers and electronic computers;

Personnel classification

janitors, cleaners, couriers, cloakroom attendants, watchmen.

34. Managers include employees holding positions of heads of enterprises and their structural divisions. The position in OKPDTR, which has a category code of 1, refers to managers.

Leaders, in particular, include:

directors (general directors), chiefs, managers, managers, chairmen, commanders, commissars, foremen, work performers at enterprises, structural units and divisions;

chief specialists: chief accountant, chief dispatcher, chief engineer, chief mechanic, chief metallurgist, chief welder, chief agronomist, chief geologist, chief electrician, chief economist, chief researcher, chief editor;

state inspectors.

Specialists include workers engaged in engineering, technical, economic and other work, in particular, agronomists, administrators, accountants, geologists, dispatchers, engineers, inspectors, proofreaders, mathematicians, mechanics, standard setters, editors, auditors, psychologists, sociologists, technicians, commodity experts, physiologists, artists, economists, energy specialists, legal advisers.

36. Other workers classified as employees are workers involved in the preparation and execution of documentation, accounting and control, business services, in particular, agents, archivists, attendants, clerks, cashiers, collectors, commandants, controllers (not classified as workers) , copyists of technical documentation, secretaries - typists, caretakers, statisticians, stenographers, timekeepers, accountants, draftsmen.

Human resources of an enterprise are the main resource of each enterprise, the quality and efficiency of which largely determines the results of the enterprise's activities and its competitiveness. The difference between human resources and other types of enterprise resources lies in the fact that each hired employee can refuse the conditions offered to him and demand changes in working conditions and modification of work that is unacceptable from his point of view, retraining in other professions and specialties, and can finally resign from the company for of your own free will.

Labor resources- this is a part of the working age population that has the necessary physical development, knowledge and practical experience to work in the national economy. Labor resources include both employed and potential workers.

Work force– is a person’s ability to work, i.e. the totality of its physical and intellectual data that can be used in production. In practice, the workforce is characterized by indicators of health, education and professionalism.

Human capital– a set of qualities that determine productivity and can become sources of income for an individual, family, enterprise and society. These qualities include health, natural abilities, education, professionalism and mobility.

Labor potential– this is part of a person’s potential, which is formed on the basis of natural data (abilities), education, upbringing and life experience.

Components of labor potential:

1. Health. Lost work time due to illness and injury. Costs of ensuring personnel health;

2. Morality and ability to work in a team. Losses from conflicts;

3. Creativity. Number of inventions, patents, entrepreneurship;

4. Activity;

5. Organized. Losses from violation of discipline. Performance;

6. Education. Costs for staff development;

7. Professionalism.

Classification of enterprise personnel

Product quality, losses from defects;

8. Working time resources. Number of employees, number of hours of work per year per 1 employee.

Enterprise personnel (personnel, labor collective)— this is the totality of employees included in its payroll.

All employees of the enterprise are divided into two groups:

— industrial production personnel, engaged in production and its maintenance. It includes all employees of the main, auxiliary, auxiliary and service departments; research, design, technological organizations and laboratories on the balance sheet of the enterprise; plant management with all departments and services, as well as services involved in major and current repairs of equipment and vehicles of the enterprise;

— non-industrial personnel, engaged mainly in the social sphere of the enterprise. This includes workers in trade and public catering, housing, medical and health institutions, educational institutions and courses, pre-school education and cultural institutions on the balance sheet of the enterprise.

According to the nature of the functions performed, industrial production personnel (IPP) are divided into four categories: workers, managers, specialists and technical performers (employees).

Workers – These are workers directly involved in the production of products (services), repairs, movement of goods, etc. These also include cleaners, janitors, cloakroom attendants, and security guards.

Depending on the nature of participation in the production process, workers, in turn, are divided into main (producing products) and auxiliary (serving the technological process).

Managers – employees holding positions of heads of enterprises and their structural divisions (functional services), as well as their deputies. They are divided into linear , heading relatively separate units, and functional , heading functional departments and services (for example, the head of the workshop and the head of the personnel department).

Specialists– workers performing engineering, technical, economic and other functions. These include engineers, economists, accountants, sociologists, legal advisers, standard setters, technicians, etc.

Technical performers (employees)– workers involved in the preparation and execution of documents, accounting and control, business services (clerks, secretaries-typists, timekeepers, draftsmen, copyists, archivists, agents, etc.).

Junior service personnel– persons holding positions in the care of office premises (janitors, cleaners, etc.), as well as in servicing workers and employees (couriers, delivery boys, etc.).

The ratio of the listed categories of workers to their total number, expressed as a percentage, is called personnel structure.

Depending on the nature of work activity, enterprise personnel are divided into professions, specialties and skill levels.

Profession — a certain type of human activity (occupation), determined by the totality of knowledge and work skills acquired as a result of special training.

Speciality — a type of activity within a particular profession that has specific characteristics and requires additional special knowledge and skills from workers.

For example: economist-planner, economist-accountant, economist-financier, economist-labor worker within the profession of economist. Or: fitter, fitter, plumber within the working profession of a mechanic.

Qualification- the degree and type of professional training of the employee, his knowledge, skills and abilities necessary to perform work or functions of a certain complexity, which is displayed in qualification (tariff) categories and categories.

The personnel structure can also be determined by age, gender, level of education, length of service, qualifications and other characteristics.

Personnel Management– this is a comprehensive, targeted impact on teams and individual employees in the direction of ensuring optimal conditions for creative, proactive, constructive work to achieve the goals of the organization.

Personnel Management is associated with the development and implementation of personnel policy, the main goals of which are:

— meeting the enterprise’s personnel needs;

— ensuring rational placement, professional qualifications and job promotion of personnel;

— effective use of the enterprise’s labor potential.

The implementation of these goals involves the performance of many functions, namely:

— planning, recruitment and deployment of labor, including selection, orientation and adaptation;

— education, training and retraining of workers, advanced training;

— personnel assessment (conducting employee certification, promotion and career management);

— determination of conditions of employment, labor and payment;

— work motivation and discipline;

— ensuring formal and informal connections, creating a favorable psychological climate in the team;

— implementation of social functions (preferential meals at the enterprise, assistance to the family, organization of recreation, etc.);

— control over labor safety.

Work with personnel at the enterprise is carried out by all line managers, as well as some functional departments and managers: the personnel department, the labor and wages department, the technical training department, and personnel managers (directors, managers).

Managing people is important for all organizations - large and small, commercial and non-profit, industrial and service industries. Without trained personnel, no organization can achieve its goals and survive.

Human resources management is one of the most important aspects in the activities of an organization, therefore it is necessary that all managers at any level of management know and skillfully use the ways and methods of managing people.